I interviewed a nurse today for a position as a quality review manager for our organization. She disclosed her narcotic IPN issue at the interview, which I think was a brave and honest move and definitely got her some serious brownie points. We have not offered her the job.
This is a corporate job with no direct patient contact but she will have access to patient information and a bunch of physician information too.
She is the strongest candidate I have interviewed and I want to hire her but I am afraid she might be tempted to use patient and physician information to illegally obtain narcs.
Are my fears unfounded? Am I being too paranoid? What is our liability if she actually does this since she has disclosed her problem and we would knowingly be hiring a person with a narc problem?
Nov 3, '10
by Meriwhen, ASN, BSN, RN
Quote from banannabag
Being in a monitoring program means just that.....being closely monitored. She is being drug tested 1-2 times per month and is most likely involved in some sort of group support with an addictionologist. Because of that she is probably more safe than the other candidates you have interviewed that could be abusing drugs and/or alcohol and you have no idea about it. This person has had to jump through many many hoops to be in that monitoring program. Even if she were to use a pt's info to try to get drugs ( and I can't figure out how that would work), don't forget that her urine is being closely monitored for drugs and alcohol so it would become apparent rather quickly if she had relapsed. Oh and don't forget that she also has mandatory meetings every week too with AA or NA. Just some more info about being in a monitoring program that you probably weren't aware of.
Agreed. Monitoring programs are pretty strict and it's nearly impossible for her to relapse without it being detected quickly. Also, look at how much clean time she has. If she's only got a few months under her belt, I can understand your hesitance at hiring her. But if she's got years of clean time, that shows she is serious and committed to her recovery.
And keep in mind the fact that because no other candidate has disclosed a drug/alcohol problem doesn't mean they don't have one...or won't develop one.
I think it's wonderful that you're seriously considering her as a candidate when many employers would see the words "in recovery" and toss her aside without giving her a chance.
Last edit by Meriwhen on Nov 3, '10