DUI Records

If you admit to alcohol or drug use the police can use your confession as evidence. Your lawyer can dispute breathalyzer test results in certain situations. For example, if you took an over-the-counter antacid product your breathalyzer results may be incorrect.

If you are charged with DUI you may face fines, jail time and license suspension. DUI penalties depend on your circumstances but generally include fines and license suspension. You may also have to serve jail time as well.

You may be charged with a misdemeanor or a felony. DUI felony offenses are more serious than misdemeanor offenses and come with severe penalties. The charges you receive depend on your blood alcohol level and whether or not you caused an accident, damaged a vehicle or property or caused injuries while driving intoxicated.

In every jurisdiction, DUI penalties increase with each offense. Each time you are arrested for DUI your fines increase and your driver’s license is suspended for a greater amount of time. A first offense DUI charge includes fines and license suspension while repeat offenders are likely to face lengthy jail sentences in addition to the other penalties.

After your arrest you will likely have to spend some time in jail awaiting your court hearing. The police do not have to offer you the option to post bail or arraign you for DUI charges right away. You may have to stay in jail for up to 72 hours before you are allowed to post bail.



Why It’s Important for Employers to Check DUI Records

Many employers now check their applicants’ driving records, and for good reason. Even if the job position does not require operating a vehicle, driving records, particularly DUI records, can say a lot about a potential employee’s character and work ethic and attitude.

If you are an employer and you’ve been conducting background checks to screen and evaluate potential employees, make sure to search for any DUI records. The most important reason for this is that a DUI record indicates a previous or existing problem with substance or alcohol abuse. Not only do you want productive people working under your turf, you also want employees who are not debilitated by any form of serious addiction.

A person who has been found to have a drinking or substance abuse problem is inclined to perform poorly at work. It would be a costly mistake to hire such a person even if he or she appears to have good credentials. Also, someone with a drinking or substance abuse problem probably has serious personal issues to deal with. You need employees with a sound mind and who are emotionally stable.

It’s also hard to trust someone whose judgment and actions could be compromised by alcohol or drugs. You and your employees will not have peace of mind or feel safe and comfortable working with a person who has a history of drinking or of using drugs.

And obviously, for a job that requires operating any motor vehicle, you cannot accept anyone who has a DUI record under his or name. Not only does this pose a risk to your company, it could also mean that the person does not have a driver’s license and thus is legally not allowed to drive. A DUI conviction calls for a process of administrative license suspension.

DUI records are not just evidence that a traffic offense was committed. DUI is a lot more serious than most people realize. Employers in particular should be very mindful of the people they let into their offices. Checking their applicants’ background for DUI records is a good way to stay on the safe side.

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