Shelly was identified at work as a very conservative individual who had an outstanding work record. She never went to any of the happy hours immediately after work and it was recognized throughout the company that she was an extremely religious individual who often talked about the risks regarding alcohol abuse and alcohol dependency in our country.
Try to think of the surprise within the company when one Monday morning Shelly did not show up for work and not a soul had heard from her. In reality, it wasn’t until close to 9:45 in the morning that the human resources department received a phone call about Shelly from the local city jail.
Shelly Goes Out Drinking Along With a Handful of Her College House Mates
Apparently, Shelly went out drinking together with a few of her university house mates Saturday night and sometime about 3:00 Sunday morning, Shelly was arrested for a DWI. Given that her blood alcohol content level was particularly elevated, she was mandated to spend one day in the neighborhood jail.
Shelly Talks to Her Manager and The Human Resources Director
When Shelly came to work on Tuesday morning, she instantly informed her superior what had transpired and she asked if she could possibly go and talk to the Human Resources director about her “driving under the influence” arrest.
When she got to the HR department and met with the director, she explained that she hadn’t been inebriated since her college days and that she was especially embarrassed about her “driving while intoxicated” arrest. She also emphasized the point that she required some help selecting a highly skilled and productive “drunk driving” attorney who would represent her “driving under the influence” case. Stated differently, Shelly really wanted the Human Resources manager to agree that she needed to see a DUI lawyer.
The Human Resources manager told Shelly that she ought to make an appointment with somebody within the company employee’s assistance program to go over any possible drinking problem that she might have. The HR director also mentioned that she needs to explain her desire to employ a “driving while intoxicated” lawyer to represent her concerning her “drunk driving” case.
In addition, the Human Resources director told Shelly that it was constructive that she really wanted to employ a “drunk driving” lawyer mainly because of the complexities and problematic implications that happen to be linked to a DWI conviction.
The Human Resources manager could tell that Shelly was visibly disappointed and embarrassed by this total problem. Consequently, he assured Shelly that while he doesn’t believe that conscientious people should ever get behind the steering wheel after consuming alcohol, regrettably these predicaments sometimes take place to pretty good men and women.
The Human Resources director then mentioned that since such a circumstance can’t be undone, what is crucial is what the particular person does from this point in time forward. As expressed by the Human Resources director, “does the particular person learn from his or her mistakes or does the person develop a pattern of alcohol related troubles that cause the individual chronic pain and suffering”?
Fortunately, Shelly Did Not Have a History of Abusive and Irresponsible Drinking
Just before completing their conversation, the Human Resources director shared with Shelly that it was very positive that she doesn’t have a record of abusive and irresponsible drinking. Not only this but she hasn’t had an alcohol-related condition since her university days (which was just about 15 years ago). As a consequence, Shelly should be in a position to confront her “driving under the influence” arrest with sorrow but also with a degree of self-assurance knowing that she will confront and work through this condition and become a better person in the long run.
Shelly thanked the Human Resources director for his supportive and motivating words and then walked over towards the company employee’s assistance program go over her “driving under the influence” arrest, her participation in careless drinking drinking over the past weekend, and her interest to hire a “driving under the influence” attorney to represent her “driving under the influence” case.
After listening to Shelly’s “story,” the counselor that was part of the company employee’s assistance program articulated 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. Third, she would have to see a psychiatrist, counselor, therapist, or psychologist about her depression. And finally, it would be an especially sensible thing to do if she were to talk to a DUI lawyer about her DUI arrest.
Shelly Feels a Sense of Relief Knowing That She Will Learn From Her Oversight and Grow To Be More Accountable and Successful
It was obvious that Shelly was really disrupted with the whole DUI scenario, but after talking to the Human Resources manager and to the counselor in the company employee’s assistance program, she felt comfort knowing that she would in reality learn from her blunder and become even more healthy and balanced, more accountable and successful, and an even more thankful individual.
