We try to suggest staff members who are hospitalized be made 'no information' status to ward off the many concerned questions (and also the nosy ones.)
If supervisors or staff ask me about so and so (and they're not NIP's) I give a generic reply "She's stable today and feeling better" then if they continue to pry I say "Would you like me to check with her to see if she's up to a visit from you? Then you can ask her yourself"
That usually shuts up the nosy ones and the truly concerned ones usually ask me to deliver a hello and get well message next time I make rounds.
I knew a nurse who sued her facility for breach of confidentiality after she found that everyone in the place knew her personal and private business, and it humiliated her (caused damage to her professional relationships in the facility)....she was justified in this I feel .
PRN that's awful...I can't believe a manager would do that ...well, wait a minute I guess I CAN believe it...<sigh>.
To switch gears a bit: Has anyone run into an ethical dilemna in this regard? Like a physician's report stating a severe, untreated psychiatric illness is at play in a coworker? Or seeing a positive illegal drug screen on a practicing RN??
I've had some difficult soul searches over the years when these sorts of things came up, but my conscience says confidentiality wins over duty to report to the BON or facility...BUT then I've also worried about potential harm to patients due to an impaired nurse ....what's everyone else think?? Has it happened to you? What did you do?