Shelly was identified at work as really conservative human being who had an exceptional work record.  She never attended any of the happy hours after work and it was well-known throughout the department that she was an incredibly religious individual who often spoke about the dangers regarding alcohol abuse and alcoholism in our country.

Try to think of the shock inside the workplace when one Monday morning Shelly did not show up for work and no one had heard from her.  In fact, it wasn’t until approximately 9:30 in the morning that the human resources department received a phone call about Shelly from the local jail.

Shelly Goes Out Partying With a Number of Her College Buddies

Seemingly, Shelly went out drinking along with a few of her college pals Saturday night and at some point around 4:30 Sunday morning, Shelly was arrested for “driving under the influence”.  Given that her blood alcohol concentration was particularly elevated, she was required to spend one day inside the local jail.

Shelly Talks to Her Manager and The Human Resources Director

When Shelly arrived at work on Tuesday morning, she promptly told her superior what had occurred 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 Human Resources department and met with the director, she spelled out that she had not been inebriated since her university days and that she was quite humiliated about her “driving while intoxicated” arrest.  She also emphasized the point that she wanted some help getting a highly trained and effective “driving while intoxicated” lawyer who would represent her “driving while intoxicated” case.  Stated differently, Shelly really wanted the Human Resources manager to agree that she needed to see a DUI attorney.

The Human Resources manager told Shelly that she ought to schedule an appointment with someone in the company employee’s assistance program to go over any future drinking problem that she may have.  The HR director also articulated that she needs to explain her need to hire a DWI attorney to represent her concerning her DWI case.

Not only this but the Human Resources manager told Shelly that it was positive that she would like to employ a “drunk driving” attorney because of the difficulties and harsh issues which are linked to a “drunk driving” conviction.

The Human Resources director could tell that Shelly was apparently distressed and embarrassed by this whole problem.  As a consequence, he assured Shelly that while he doesn’t think that conscientious individuals should ever get behind the wheel after drinking, regrettably these predicaments sometimes take place to very good men and women.

The Human Resources manager then mentioned that since such a state of affairs can’t be undone, what is important is what the man or women does from this moment in time forward.  As acknowledged by the Human Resources director, “does the man or women learn from his/her errors or does the individual develop a pattern of alcohol related problems that cause the individual chronic suffering and pain”?

Fortunately, Shelly Did Not Have a History of Hazardous and Irresponsible Drinking

Just before completing their discussion, the Human Resources manager shared with Shelly that it was very positive that she doesn’t have a track record of abusive and careless drinking drinking.  Furthermore, she hasn’t had an alcohol-related problem since her college days (which was roughly 7 years ago). Consequently, Shelly should be able to face her “driving under the influence” arrest with remorse but also with some assurance knowing that she will encounter and sort out this predicament and turn out to be a healthier individual in the near future.

Shelly thanked the Human Resources manager for his uplifting and encouraging thoughts and then walked over towards the company employee’s assistance program to discuss her “drunk driving” arrest, her involvement in irresponsible and excessive drinking over the weekend, and her interest to employ a “driving while intoxicated” lawyer to represent her DWI case.

After reflecting on Shelly’s “story,” the physician 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 problem drinking.  And finally, it would be an especially wise thing to do if she were to meet with a DUI lawyer about her “drunk driving” arrest.

Shelly Feels a Sense of Relief Knowing That She Will Learn From Her Oversight and Grow To Be Even More Sensible

It was clear that Shelly was extremely disrupted with the entire “driving while intoxicated” circumstance, but right after talking to the Human Resources director and to the therapist inside the company employee’s assistance program, she felt comfort knowing that she would in reality learn from her error in judgment and turn out to be even more healthy, more sensible, and an even more thankful person.