Transcript The Impaired Healthcare Worker

The Impaired Healthcare
Worker
Lake Regional Health System
THE IMPAIRED HEALTH CARE WORKER
 LRHS HR Policy number 612-405 defines the
impaired worker as an employee affected by
drugs, alcohol, or both in a detectable manner
where such use or influence may affect the safety
of the employee, coworkers, patients, or members
of the public, as well as the employee’s job
performance or the safe efficient operation of the
facility.
 According to OSHA, 65% of all work-related
accidents can be traced to substance abuse.
THE IMPAIRED HEALTH CARE WORKER
 While 10 percent of the general population is
addicted to alcohol or drugs, that number rises to
at least 12 percent among all types of health-care
workers. Most clients in recovering professionals
program in the US have abused prescription
drugs-60% of them opiates followed by
benzodiazepines, like Valium. Others abuse
alcohol or other prescription drugs, such as Ritalin,
while street drugs account for about 1% of clients.
THE IMPAIRED HEALTH CARE WORKER
 Many healthcare workers have easy access to
controlled substances and some will divert and
abuse these drugs for reasons such as relief from
stress, pain, or to improve work performance and
alertness. Specific groups of healthcare workers at
higher risk of abuse and addiction are critical care,
emergency department, OR, and anesthesia
professionals. High risk patients and procedures,
long hours, poor sleep patterns, and poor coping
strategies all increase the possibility of chemical
abuse in these specialties.
THE IMPAIRED HEALTH CARE WORKER
 Alcohol and drug abuse by an employee can
create a variety of problems for the employer,
coworkers, and clients. First and foremost,
healthcare workers have a personal and
professional responsibility to ensure patient safety.
 Recognizing signs of impairment and reporting a
potentially drug impaired coworker to a supervisor
and/or manager are immediate first steps to
protect the safety of any patient in danger of
physical or emotional harm by an impaired
coworker.
THE IMPAIRED HEALTH CARE WORKER
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Drug abusers often exhibit similar unusual behavior. The following signs & symptoms
may indicate a drug addiction problem in a health care professional:
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Absences from work without notification and an excessive number of sick days
used.
Frequent disappearances from the work site; frequent or long trips to the bathroom
or stockroom where drugs are kept.
Excessive amounts of time spent near a drug supply.
Volunteering for overtime and working when not scheduled.
Unreliability in keeping appointments and meeting deadlines.
Work performance which alternates between periods of high and low productivity;
mistakes made due to inattention, poor judgment, and bad decisions.
Difficulty completing simple tasks, concentrating, or recalling details and
instructions.
Deterioration in charting, handwriting, personal appearance.
Exhibits mood swings, depression, anxiety, or lack of impulse control.
Patient and staff complaints about changing behavior or attitudes.
Increasing personal and professional isolation.
THE IMPAIRED HEALTH CARE WORKER
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Immediate interventions may include:
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Offer to care for patient's while he/she goes on break.
Not reporting a suspected impaired coworker enables him/her to continue their
addictive behavior and imperils patients.
Do not permit a visibly impaired worker to care for patients
Immediately report observations of unsafe practices or impaired behavior to the
appropriate supervisor
Accurately and completely document any suspicious behaviors or incidents
prior to confrontation.
Ideally, the suspected employee’s supervisor (in the presence of a third
person) is the individual who confronts the employee of substance abuse.
Respect the healthcare workers’ right to confidentiality during the investigation
process. Inappropriate disclosure of information or suspicions could be
grounds for litigation, should the reputation of the healthcare professional be
tarnished.
Be supportive, not judgmental; remember that substance abuse is a disease
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THE IMPAIRED HEALTH CARE WORKER
 According to LRHS policy:
 An employee with suspected impairment at work may be required to
submit to drug and/or alcohol screening.
 The employee will be given the opportunity to provide information that
may help explain positive test results.
 Prior to initiating questioning relative to use or possession, managers
should consult with human resources, if available.
 Managers must have another individual in a supervisory role present,
and follow the Suspected Substance Abuse questionnaire contained
within HR policy #612-405.
THE IMPAIRED HEALTH CARE WORKER
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According to LRHS policy:
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If an employee tests positive, or admits to substance abuse he/she must not be
allowed to return to work or to drive away from the hospital. The manager
should request permission to call a friend or family member, or make other
arrangements for transportation to home.
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If the employee refuses and leaves the premises, the manager document the
refusal and subsequent action.
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Employees who are injured on the job, cause damage to hospital property,
and/or cause an accident or injury to one or more employees will be required to
submit to a drug/alcohol screening immediately following the occurrence.
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LRHS may, at any time elect to conduct random screenings, including those
required by State and Federal Laws, on any or all employees.
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