Most of you have heard by now that drinking and driving is a serious issue in Japan. Still, this is one issue that can not be emphasized enough. We received notices from the Hyogo Board of Education about their policies towards driving after drinking, so before you even think about it, give this a read, as you may be surprised how easy it is to lose your job on JET. You can also read more about the difference between a DUI and a DWI.

Policy for Disciplinary Action regarding Drunk Driving

1. Measures taken against school employees who drive drunk
   1. If Driving While Intoxicated (DWI)
      Regardless of whether the DWI resulted in an accident, the employee will be dismissed
   2. If Driving Under the Influence of Alcohol (DUI)
      1. If the DUI resulted in an accident
         1. If the accident resulted in a death, the employee will be dismissed
         2. If the accident resulted in an injury but not a death, the employee will be dismissed. Mitigating factors may result in a punishment anywhere from dismissal to suspension. This will be represented below as (dismissal-suspension).
         3. If the accident resulted in damage to other people’s property, but no injury, the employee will receive a six month suspension (dismissal-suspension).
         4. In a one-car accident, the employee will receive a three month suspension (dismissal-pay cut).
      2. If the DUI did not result in an accident
         If the employee was arrested, or it is clear that the employee was driving under the influence, the employee will receive a three month suspension (dismissal-pay cut).
2. Measures taken against employees who ride in a car with a driver who they know is driving drunk (including cases where the driver is not an employee of the Hyogo BOE)
   1. If the employee was drinking together with the driver
      The same action as “1. Measures taken against employees who drive drunk” will be taken.
   2. If the employee was not drinking together with the driver, but knew that the driver had been drinking
      1. In the case of DWI
         Regardless of whether the DWI resulted in an accident, the employee will be dismissed
      2. In the case of DUI
         1. If the DUI resulted in an accident
            1. If the accident resulted in death, the employee will be dismissed
            2. If the accident resulted in injury, the employee will receive a three month suspension (dismissal-suspension).
            3. If the accident resulted in damage to other people’s property, the employee will receive a one month suspension (dismissal-pay cut).
            4. In a one-car accident, the employee will receive a one month suspension (dismissal-pay cut).
         2. If the DUI did not result in an accident
            If the driver was arrested, or it is clear that the driver was driving under the influence, the employee will receive a one month suspension (dismissal-pay cut).
3. Measures taken against employees who did not ride with a drunk driver, but drank with someone who they knew would be driving, encouraged drunk driving, or did not stop someone from driving drunk
   1. If the employee encouraged a driver to drink, or encouraged drunk driving (including cases where the driver is not an employee of the Hyogo BOE)
      1. In the case of DWI
         Regardless of whether the DWI resulted in an accident, the employee will be dismissed
      2. In the case of DUI
         1. If the DUI resulted in an accident
            1. If the accident resulted in death, the employee will be dismissed
            2. If the accident resulted in injury, the employee will receive a six month suspension (dismissal-suspension).
            3. If the accident resulted in damage to other people’s property, the employee will receive a three month suspension (dismissal-suspension).
            4. In a one-car accident, the employee will receive a one month suspension (dismissal-pay cut).
         2. If the DUI did not result in an accident
            If the driver was arrested, or it is clear that the driver was driving under the influence, the employee will receive a one month suspension (dismissal-pay cut).
   2. If the employee knew that a driver was drinking, and did nothing to stop them from driving drunk (in cases where the driver is an employee of the Hyogo BOE)
      1. In the case of DWI
         Regardless of whether the DWI resulted in an accident, the employee will be dismissed
      2. In the case of DUI
         1. If the DUI resulted in an accident
            1. If the accident resulted in death, the employee will be dismissed
            2. If the accident resulted in injury, the employee will receive a three month suspension (dismissal-suspension).
            3. If the accident resulted in damage to other people’s property, the employee will receive a one month suspension (dismissal-pay cut).
            4. In a one-car accident, the employee will receive a pay cut (dismissal-pay cut).
         2. If the DUI did not result in an accident
            If the driver was arrested, or it is clear that the driver was driving under the influence, the employee will receive a pay cut (dismissal-pay cut).
4. Mitigating circumstances that may result in a lesser or greater punishment
   1. The employee may be subject to a harsher punishment if he/she
      1. is in an administrative or supervisor position (particularly serious for administrators)
      2. has previously been punished for matters related to drunk driving
      3. does not report to the office that he/she drove drunk, or is notably late in his/her report
      4. drives as part of his or her job
      5. drives drunk during working hours
      6. is guilty of speeding well over the speed limit, running a red light, other dangerous behavior
      7. does not give proper help to victims of a crash
      8. has other mitigating circumstances
   2. The employee may be subject to a less harsh penalty if
      1. the driver drives the day after drinking not knowing he/she is still under the influence
      2. he/she needs to carry a person who has suddenly fallen ill, escape a natural disaster, or other extreme circumstances where driving cannot be avoided
      3. there are other mitigating circumstances
5. Treatment of light vehicles
   This policy applies equally to bicycles and other light vehicles
6. Effective Date
   This policy came into effect on December 14, 2006