Does HR have this much power?

[Horselvr]

I am an ICU RN, I started a new job in August of 2015. When I did the drug screen, I was up front about the meds I am prescribed... It was also on the application asking for any meds taken. 2 days later the HR manager called and said they were rescinding my offer as my drug test came back positive.. I said of course it came up positive, and said a few more things as I was extremely angry at the way they approached the conversation, I was given a number to the Employee health nurse, she gave me the number to the MRO. It was resolved when he verified it with the pharmacy. Recently I injured my back, I had to have a drug screen, even though I did not fill out an incident report. 2 days later the director of the ICU, my boss called me... Advised me that I could not come to work because my drug screen was pending investigation! Apparently HR had taken it upon itself to look at my results without having any contact with the MRO, I called the MRO and verified the Rx and he sent a negative result to HR. So now my director and everyone in the office know that I am taking medication, along with HR, were my rights not violated somewhere along the way??

[doodlebuttRN]

I don't have any advice for you as far as dealing with HR, but I'm so sorry for what you're going through. I hurt my back a few years ago, and it gave me a whole new respect for that diagnosis I've seen so many times (LBP) and, in my ignorance, came to associate with a certain 'type' of patient. I really had a chance to examine my nursing practice and begin to see how little I really understood. In the meantime I've taken the time to educate myself about chronic pain.

Unfortunately, there are always those out there who will always be ready to judge. I hope that isn't the case here. And I really everything works out, and you're back to work soon. Best wishes.

[Penelope_Pitstop, BSN, RN]

Please Please PLEASE remove your first and last name from your post - especially with this going on!

[MunoRN, RN]

Keep in mind that having a valid prescription doesn't always mean that an employer can't know about it. Many jobs only screen for illegally used drugs, which is why an MRO will check for a valid prescription and report the results as negative, but every nursing job I've had screens for opiates and benzo use with or without a prescription, which means the MRO reports the test as positive to the employer regardless without asking you about a prescription, which it sounds like is what happened in your case.

[JustBeachyNurse, LPN]

Some boards of nursing prohibit practice even with a valid prescription for benzo or opiate. I believe Florida is one example (or it used to be) so you aren't necessarily exonerated because you have an Rx in the event of an injury. But if the missing drug is Dilaudid and you were positive for Adderall or Valium you likely won't be reported for diversion but your ability to safely practice with an active benzo prescription may be questioned

[JustBeachyNurse, LPN]

(Needing to use a prescribed controlled substance may not be considered a privacy issue. HR may have the right to review full drug screen results. If you did not identify to the employer as an employee with a disability you may lose ADA protection. HIPAA does not apply as the employer pays for the testing not employee or insurance. Especially for employer ordered/paid testing. Unlike if you were admitted for a non-work issue such as a car accident on your day off or outpatient surgery)

You can always consult with an experienced nurse attorney (TAANA Executive Office - Home offers a referral listing service) or an employment attorney

[sailornurse]

What does MRO stand for?

[JustBeachyNurse, LPN]

What does MRO stand for?

Medical review officer. The physician that reviews drug screens vs patient history & valid prescriptions. (Some drugs uniquely metabolize with certain conditions and in the presence of other drugs