As a logistics team leader, dealing with a driver under the influence is far from ideal. This situation can cause significant problems for your company, and a DUI is a serious offence.

Despite the danger, if no one gets hurt, it’s crucial to assist the employee where possible. Helping them get back on their feet and preventing a recurrence is better than abandoning them.

This guide outlines a few strategies to consider when a driver gets in trouble for drinking.

Enforce Training

Include training that prevents DUIs to ensure your company never has to worry about this issue.  Regular training is essential in any workplace, and covering this element could significantly reduce the chances of a driver getting a DUI. 

Highlight the dangers associated with this reckless behaviour and the financial costs of driving under the influence. Outline your stance so employees know when an offence could cost them their job. For instance, if they know that getting a DUI during work hours results in termination, they may think twice before driving intoxicated.

Get Them an Attorney

Regardless of the severity of the DUI charges, it’s wise for your employee to have a lawyer handle their case. Sometimes, it can make the difference between getting off with a fine and going to jail, which wouldn’t be good for the company.

You might want to set them up with a Boise felony DUI attorney from Their intuition, determination, and specialist knowledge around drinking charges could be exactly what your employees need. If the legal team can save them from harsh punishment, that could reflect more positively on your company’s reputation.

Appeal The Ban

When someone’s caught driving under the influence, they often face having their license suspended. That isn’t ideal if it’s one of your drivers being charged. 

If there’s a case for it, it may be worth helping them try to appeal the ban. However, it can take a while for this to be successful, during which time your employee won’t be able to do their job.

Move Them Elsewhere

Your driver might not be able to drive, but they can still work for you. If they have the right skills, move them to a different department. Consider including elements of other jobs in your staff training so employees can help elsewhere in such situations. Drivers may face other reasons for not being able to drive besides a DUI. This approach ensures readiness without sending the wrong message. However, ensure employees practice these skills semi-regularly to avoid forgetting what they’ve learned.

It can be a real nightmare when one of your drivers gets a DUI. However, instead of firing them immediately, think about how you can help and prevent it from happening again. If they’re a good employee, they usually deserve a second chance.

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As an experienced business and finance writer I understand the corporate landscape and the driving forces behind it. Over the years I’ve shared my insight and knowledge with key industry publications and dedicated my time to showing how business leaders can make their organisations more effective.