This work is critical and not easy to do, but can be worth it if the employee comes on and delivers results. So in terms of mitigating risks, what did our client and Ag1Source do? First, there were many long conversations and background checks making sure the candidate did not have a chronic problem with drinking and that this DUI was an isolated incident. The client put an individual vehicle policy in front of the candidate that mitigated their risk and the employee is hitting the ball out of the park and surpassing all goals. We approached one of Ag1Source’s longest and best clients with a chance to hire a true “rockstar” salesperson with an ability to manage other salespeople as well. First, we had a candidate that had been released from a major seed company because of a DUI infraction. We tried to estimate it for the three example candidates in this article and it quickly rose into the hundreds of thousands of dollars lost by disrupting that career path.įor our bright spot, we’d like to introduce an opportunity in the form of two examples we helped facilitate with our clients. However, the long-term earnings lost by not working up to one’s career capabilities, because of many large company policies against EVER hiring someone with a DUI, is significant. The company has now established a zero-tolerance policy.Īcross these three examples, when each person totaled the fines, legal fees, insurance costs and time away from work, the cost of the actual DUI was easily near the amounts mentioned on the billboards. The employee was let go and has since found a role working for a competitor in an hourly position with much less responsibility and compensation. However, the company’s insurance provider had a big problem with the retention of this employee due to the perceived risk for an organization in an industry that is already filled with liability risks. This particular employee was pulled over for a DUI, but was not in a driving role for the company. Our last example is a management team member at a highly thought of and recognized agronomy retail organization. However, the company’s insurance underwriters still had a problem with the perceived risk and he was unable to get hired. We helped this candidate get very deep into interviews with a client that has employees run their own vehicles and receive reimbursement. In agriculture, most, if not all, sales roles involve company vehicles. This candidate had asked us to find him something in a sales role. His company worked very hard to keep him, but in the end, they were not willing to have an employee drive a company vehicle with a DUI on his record. He was out with customers, had one too many and was pulled over on the way home. Our second candidate was one of the top five sales representatives at one of the three major farm equipment manufacturers. This candidate has now been left to look for work across a much larger geography, with less income potential. In this case the DUI didn’t cause his termination, but now he can’t work for most of the major companies in the chemical or seed space, where he has a wealth of experience, because many of those companies have stated “No Tolerance” policies for a DUI on your record. Independent of the DUI event, his company was going through some downsizing and he was let go. He had recently moved to another company and was pulled over and ticketed for DUI. Our first candidate was at the executive level for a major crop inputs manufacturing company. Let’s start with the tougher situations and work towards the bright spot at the end. In the past 12 months, we have actively worked with several candidates that had fairly recent DUIs. With that said, we wanted to introduce you to the REAL impact of a DUI on your record. No one wants a DUI, much less a life-taking accident, especially coming back from a company holiday party. ![]() This reminder is very timely as we come into the holiday season. ![]() To begin, we strongly recommend a small reminder to all employees to be safe and always turn over the keys or find another ride when drinking. In this article, we share a few stories that address the lifetime career costs and a potential bright spot for some organizations and hiring managers. At Ag1Source, we have noticed that the impacts of a DUI can actually stretch way beyond the actual direct legal and insurance costs due to a lifetime of limited employment opportunities.
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