Shelly was identified at work as an extremely conservative human being who had an excellent work record. She never attended any of the happy hours right after work and it was recognized throughout the company that she was quite a spiritual individual who generally talked about the hazards regarding alcohol abuse and alcohol dependency in our country.

Try to think of the shock within the office when one Monday morning Shelly did not show up for work and nobody had heard from her. In truth, it wasn’t until close to 10:00 in the morning that the human resources department received a phone call about Shelly from the county jail.

Shelly Goes Out Partying With a Handful of Her University House Mates

Apparently, Shelly went out drinking along with a few of her university pals Saturday night and sometime around 5:45 Sunday morning, Shelly was arrested for a DUI. Since her blood alcohol concentration was extremely elevated, she was mandated to spend a day-in-a-half inside the downtown jail.

Shelly Talks to Her Manager and The Human Resources Director

When Shelly came to work on Tuesday morning, she immediately shared with her manager what had occurred and she asked if she might possibly go and talk with the Human Resources director about her DUI arrest.

When she got to the HR department and met with the director, she explained that she had not been intoxicated since her college days and that she was really humiliated about her DWI arrest. She also emphasized the point that she wanted some assistance getting an experienced and productive “drunk driving” lawyer who would represent her “driving while intoxicated” case. More to the point, 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 needs to make an appointment with somebody within the company employee’s assistance program to discuss any potential drinking problem that she may have. The HR director also stated that she needs to explain her wish to employ a “driving while intoxicated” attorney to represent her with respect to her “driving under the influence” case.

Furthermore, the Human Resources director told Shelly that it was encouraging that she wanted to employ a DUI attorney simply because of the complexities and serious implications that are related to a “driving under the influence” conviction.

The Human Resources manager could tell that Shelly was noticeably displeased and embarrassed by this entire circumstance. Consequently, he told Shelly that while he doesn’t think that conscientious individuals really should ever get behind the steering wheel after consuming alcohol, unfortunately these scenarios sometimes take place to exceptionally good folks.

The Human Resources manager then mentioned that because such a state of affairs cannot be undone, what is important is what the particular person does from this moment in time forward. As articulated by the Human Resources director, “does the individual learn from his/her blunders or does she or he develop a pattern of alcohol related difficulties that cause the person chronic suffering and pain”?

Fortunately, Shelly Did Not Have a History of Heavy and Excessive Drinking

Just before finishing their discussion, the Human Resources manager shared with Shelly that it was quite positive that she doesn’t have a track record of abusive and hazardous drinking drinking. Not only this but she hasn’t had an alcohol-related issue since her university days (which was nearly 14 years ago). Consequently, Shelly ought to be able to confront her “drunk driving” arrest with embarrassment but also with confidence that she will encounter and process this predicament and become a better person in the near future.

Shelly thanked the Human Resources director for his helpful and stimulating words and then walked over to the company employee’s assistance program go over her DWI arrest, her participation in irresponsible and careless drinking over the weekend, and her interest to employ a “driving under the influence” lawyer to represent her “drunk driving” case.

After reflecting on Shelly’s “story,” the healthcare professional that was part of the company employee’s assistance program went over 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 a particularily pragmatic thing to do if she were to talk with a DUI lawyer about her “driving while intoxicated” arrest.

Shelly Feels a Sense of Relief Knowing That She Will Learn From Her Oversight and Turn Out To Be Even More Dependable

It was obvious that Shelly was particularly disrupted with the whole “drunk driving” situation, but right after talking to the Human Resources manager and to the healthcare professional inside the company employee’s assistance program, she felt a sense of relief knowing that she would in actual fact learn from her oversight and become even more healthy, more sensible, and an even more thankful person.