Shelly was identified at work as an extremely conservative human being who had a great work record. She in no way went to any of the happy hours right after work and it was known through the entire workplace that she was quite a religious person who often talked about the potential issues regarding alcohol abuse and alcohol addiction in our country.

Try to think of the surprise in the office 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 11:15 in the morning that the human resources department received a phone call about Shelly from the local jail.

Shelly Goes Out Drinking Together With a Few of Her College Friends

Apparently, Shelly went out drinking along with several of her university dorm mates Saturday night and sometime close to 5:00 Sunday morning, Shelly was arrested for a DWI. Considering that her blood alcohol concentration (BAC) was extremely elevated, she had to spend two days inside the local jail.

Shelly Has a Talk With Her Manager and The Human Resources Director

When Shelly came to work on Tuesday morning, she instantly shared with her manager what had taken place and she asked if she could possibly go and talk to the Human Resources director about her “drunk driving” arrest.

When she got to the Human Resources department and met with the manager, she described that she hadn’t been inebriated since her university days and that she was very embarrassed about her “drunk driving” arrest. She also emphasized the point that she required some help locating a highly skilled and successful “driving while intoxicated” attorney who would represent her DWI case. Stated differently, Shelly really wanted the Human Resources manager to agree that she needed to see a DUI attorney.

The Human Resources director told Shelly that she ought to schedule an appointment with somebody within the company employee’s assistance program to discuss any potential drinking issue that she may have. The HR director also articulated that she needs to explain her desire to employ a “drunk driving” attorney to represent her with respect to her “driving while intoxicated” case.

Furthermore, the Human Resources manager told Shelly that it was constructive that she really wanted to employ a “drunk driving” attorney simply because of the complexities and problematic outcomes that happen to be affiliated with a “driving while intoxicated” conviction.

The Human Resources director could tell that Shelly was clearly upset and humiliated by this whole circumstance. Consequently, he assured Shelly that while he doesn’t feel that conscientious people ought to ever get behind the wheel right after consuming alcohol, sadly these situations sometimes occur to particularly good people.

The Human Resources manager then mentioned that because such a situation cannot be undone, what is important is what the particular person does from this minute forward. As acknowledged by the Human Resources director, “does the particular person learn from his/her blunders or does the person develop a pattern of alcohol related issues that cause the person chronic suffering and pain”?

Fortunately, Shelly Did Not Have a History of Excessive Drinking

Just before completing their discussion, the Human Resources manager informed Shelly that it was quite positive that she doesn’t have a track record of unhealthy and excessive drinking drinking. Not only this but she hasn’t had an alcohol-related problem since her university days (which was nearly 19 years ago). As a consequence, Shelly ought to be able to deal with her “driving while intoxicated” arrest with sorrow but also with a belief that she will encounter and work through this obstacle and become a better individual in the not too distant future.

Shelly thanked the Human Resources manager for his supportive and motivating words and then walked over towards the company employee’s assistance program to discuss her “driving under the influence” arrest, her participation in careless drinking drinking over the weekend, and her aspiration to hire a “drunk driving” lawyer to represent her “driving under the influence” case.

After listening to Shelly’s “story,” the healthcare practitioner that was part of the company employee’s assistance program went over Shelly’s immediate “game 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 pragmatic thing to do if she were to meet with a DUI lawyer about her DWI arrest.

Shelly Feels Encouraged That She Will Learn From Her Error in Judgment and Grow To Be Even More Sensible

It was obvious that Shelly was particularly disappointed with the entire DWI scenario, but right after talking to the Human Resources director and to the psychologist inside the company employee’s assistance program, she felt comfort knowing that she would in fact learn from her mistake and grow to be even more healthy and balanced, even more dependable, and an even more thankful woman.

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