Should Your Small Business Implement Policies on Convictions for DUIs?



Whether you’re just getting your business off the ground or you’re in the growing stages and things are looking up, small businesses are extremely vulnerable. Although events can occur that may not have an impact on large companies, the stressful difficulties can have a devastating effect on your small business. The following are important considerations to implementing policies for a DUI conviction for your small business.

Amount of Time Sincethe DUI Conviction

As a small business owner, you try to think up successful ideas that will help your company grow and boost your profits. Hiring the right employees can be an integral part to that equation. During the interview process you can get a feel for the prospective employee’s personality and if they have any past issues they are open to discussing. Driving under the influence could be one such problem and means that a person has been caught operating a vehicle while under the influence of drugs or alcohol. If the prospective candidate has been convicted of the offense, they may have had to pay fines, attend classes or serve jail time. If you’re interviewing candidates for your small business office, you want to take the amount of time that has elapsed since the actual DUI conviction. If it’s been years, and the employee has experienced no other troubles, it may have been an isolated incident. But if there are numerous infractions, this could be a huge red flag. If you want to implement DUI conviction policies, you should clearly state whether a person is allowed to be hired after the DUI and amount of time that has lapsed since the conviction.

Circumstances Surrounding the DUI

Company policies are extremely important no matter what size of your business. They are a guide that let’s employees know the type of behavior that is expected in the workplace and repercussions if the rules are ever violated. A DUI attorney plans your defense and works toward minimizing the charges. If an employee was moderately intoxicated, this one occurrence may have been poor judgement on their part. But someone who was inebriated and involved in a vehicle accident while under the influence of alcohol may have serious issues. The candidate should have time to explain before you’ve made your decision. Although you may want to make an exception, the polies are set to ensure that all employees and prospective candidates are treated fairly.

Disclosure Policy

When implementing a company policy, you want to ensure that you have a rule pertaining to DUI disclosures. A DUI conviction can be easily downgraded to a lesser charge with the right attorney. It’s your job to decide if the employee should divulge if the DUI has been downgraded or they were convicted. The policy should also state the number of years a prospective employee must disclose that they were convicted.

Employee Duties

If your small business duties include driving company vehicles, your insurance rates could spike for convicted employees. In areas of sales, construction and other duties that include driving, an insurance carrier may take an employee’s past driving history into account. Before you hire the individuals, set specific guidelines to deal with the additional costs. Your policy could state that an employee will be let go if the insurance rate is raised for a DUI conviction. Other businesses may state in their policy that they must take the required driving courses to help reduce the rates.

Driving under the influence of drugs or alcohol is a serious conviction. If you’re looking to hire the prospective candidate, this should serve as a red flag to their poor decision making skills. If they are required to drive a vehicle, your insurance rates can even go up. But for others, this could be a single mistake caused by poor judgement. To ensure that your small business is protected, you’ll want to establish clear and precise DUI conviction policies ahead of time.