DUI events can tremendously impact employees, affecting their job performance and personal well-being. In recent years, new employers have started recognizing the need to support employees who are experiencing just that while being mindful of compassion, workplace safety, and productivity.
By establishing innovative support programs, employers will be able to support employees in rehabilitation while still sustaining the organization’s integrity.
Facilitating Legal Support and Guidance
DUI charges can only be resolved with specialized legal, and employers who think further ahead connect employees to attorneys specializing in dealing with DUIs. Legal representation can limit lists of consequences such as suspension of driving privileges or significant fines, both financial consequences that will impact your work.
For example, a competent drunk driving crash attorney in Wichita can help employees navigate the legal process, which can be complex, negotiate plea deals, and advise them to seek restricted licenses to get back and forth to work.
Employers may refer the employee, but they will pay for the legal advice and representation and, in turn, facilitate payments for initial consultations to minimize the cost to the employee. Employer of Record services solves this problem by еnabling companies to hirе talеnt across bordеrs without еstablishing their own lеgal еntitiеs.
Setting Clear DUI Policies
New employers are emphasizing clarity in DUI policies to steer all levels of management and employees. A DUI policy clearly states not only the expectancy of any DUI consequences but also provides support or how the incident would impact employment status to provide a clear understanding of what to expect.
A well-written policy may state that just because someone received a DUI does not mean their employment would automatically impact their employment status, but that it would prompt a review of their incident, keeping in mind where their role fits in as the employer would understand.
For instance, a role without driving responsibilities would incur fewer ramifications than someone needing a license to perform their position.
Establishing Employee Assistance Programs (EAPs)
Employee Assistance Programs are an essential offering to employees who DUIs impact. EAPs offer confidential counseling and resources related to substance abuse as well as referrals to more in-depth treatment programs.
Employers collaborate with licensed professionals who provide employees with tailored programming while addressing points of overlap with alcohol use disorder. Many EAPs offer short-term counseling, stress management approaches, and family support strategies that assist employees in returning to stability.
Access to Counseling and Rehabilitation
Counseling and rehabilitation programs are critical components for addressing the root causes of DUI incidents. Employers work with local providers to provide subsidized or fully paid services around substance abuse treatment and mental health services. Services typically are offered through group therapy, individual counseling, and 12-step participation models.
Access to the programs will show employees that recovery is essential and not punitive. In some situations, participation implies the employee’s commitment to change, which may lead managers to consider their engagement in decision-making.
Employer actions addressing drinking and/or substance use behavior are a proactive step that reduces workplace hazards, engenders employee loyalty, and becomes part of some corporate social responsibility initiatives.
Encouraging and Maintaining a Culture of Open Communication
A supportive culture in the workplace invites and encourages employees to disclose any incidents of DUIs without the fear of reprimand or intimidation.
Employers create such supportive cultures through consistent training about confidentiality, open-door policies or practices, and an empathetic leadership style. Managers are equipped and trained to respond thoughtfully and confidentially to a DUI disclosure incident. Emphasis will be placed on solutions and not on punishment or blame.
A supportive culture like this reduces the stigma of discussing DUIs, prompts earlier intervention, and organizes trust as employees perceive their value beyond their mistakes. A coherent communication culture has created cohesion in the unit around addressing DUIs constructively rather than punitively.
Support for Career Rebuilding and Re-entry
After a DUI, it is common for an employee to worry about their career in the long term. Employers who take a progressive view would offer career-rebuilding support after a DUI, such as mentorship, training opportunities, or phased re-entry programs. A colleague may receive additional training to move to a different position if loss of licensure impacts their original job duties.
Performance reviews would measure progress, not past mistakes, to support their self-esteem. They may also benefit from building their case around attempts to expunge the record of the DUI when appropriate and available.
In addition to retaining human capital, this effort can save employers money from turnovers while demonstrating an employer is interested in upholding a redemptive process; demonstrating a single mistake does not define an employee.
Endnote
New employers are changing how they assist DUI-affected employees by providing compassionate and practical support. This support empowers employees with strategies and resources to address their issues and legal needs.
Also, it builds resiliency within the organization to support employee recovery and enhance organizational performance. By placing value on the health of the organization and the well-being of its workforce, employers bolster loyalty, decrease risk, and role-model courage, empathy, and ethical leadership in a distracting work environment.
