Sorry if this is in the wrong forum. I was told by my supervisor yesterday that there has been discrepancies with the dilaudid inventory, and that there has been reports that my behavior has been erratic. He told me I need to have a hair follicle test done to look for dilaudid. I have never taken it, but I have taken other opioid pain relievers (prescribed) in the past few months. I'm scared to death and don't know what to do. I don't understand hair follicle tests and google hasn't been much help. I'm scared that it could come back positive because of the other opioids I've taken.
Specializes in Healthcare risk management and liability.
As I have mentioned before, your malpractice carrier, if any, does not get involved in your workplace issues. Testing positive for opiates or not and any workplace consequences thereto is not an exposure covered by the malpractice policy.
As I have mentioned before, your malpractice carrier, if any, does not get involved in your workplace issues. Testing positive for opiates or not and any workplace consequences thereto is not an exposure covered by the malpractice policy.
True, but if she has been acting erratically ...the powers that be may be questioning her clinical judgment. Even if she has not been officially charged with anything ,YET what would be the harm of discussing this with her carrier?
Specializes in Healthcare risk management and liability.
True, but if she has been acting erratically ...the powers that be may be questioning her clinical judgment. Even if she has not been officially charged with anything ,YET what would be the harm of discussing this with her carrier?
Absent the filing of formal charges by the BON, which may be a covered exposure, do you want the underwriters of your insurance policy to know that you are being drug tested for cause by your employer due to erratic behavior? I would be concerned that this information would be used for future underwriting purposes: to non-renew my policy, to cancel my policy, or put me in a high-risk category and therefore be ineligible for insurance.
PS: I should point out that when I was at the malpractice insurance company, we kept track of this sort of information for these sort of reasons. I have no reason to believe that CNA or ProLiability is any different.
Absent the filing of formal charges by the BON, which may be a covered exposure, do you want the underwriters of your insurance policy to know that you are being drug tested for cause by your employer due to erratic behavior? I would be concerned that this information would be used for future underwriting purposes: to non-renew my policy, to cancel my policy, or put me in a high-risk category and therefore be ineligible for insurance.
PS: I should point out that when I was at the malpractice insurance company, we kept track of this sort of information for these sort of reasons. I have no reason to believe that CNA or ProLiability is any different.
I bow to your expertise. Just thought she needed all the help she could get.
I work for an insurance company, I know the deal .Makes perfect sense that ANY insurer should not know if I was screwing up.
Just wishing her well, as I think we only see the tip of the iceberg.
The ability to differentiate between hydromorphone and hydrocodone on the chromatographic assay will depend upon the type of panel they run...5 panel, 5 panel expanded, 7 panel etc. There are metabolite similarities but there are also differences that can be detected.
Specializes in NICU, PICU, Transport, L&D, Hospice.
Prepare to lose your job.
The likelihood is that you live in a right to work state which mostly means that your employer can fire you at any time for any reason.
If you have prescriptions which cover your positive test result they won't report you to the BON most likely, but they may still terminate you for erratic behavior coupled now with knowledge that you utilize opiates periodically.
(it really doesn't matter if it was legal or prescribed, the current practice is to judge, assume, and demonize chronic pain patients who have been prescribed opiates by their providers)
This is a very difficult time for you and it is heart breaking to know that you may also suffer a financial setback after experiencing such a tragic loss.
Specializes in ER, ICU/CCU, Open Heart OR Recovery, Etc.
In addition to getting your valid prescription documentation I would find an attorney that specializes in employment law and is experienced in working with the BON if they decide to report you.
If there have been complaints about you acting erratic, why has this not been brought to your attention before now, with the proper dates times and observed characteristics of erratic behavior? Sounds a bit subjective, unspecified and timely with the alleged discrepancy of Dilaudid.
I'm sorry this is happening to you and about the loss of your child. Keep us posted.
Just as others have said, forewarned is forearmed. Get your prescriptions ready and prepare to fight. It is very disheartening to me that you are having to go through this on top of the grief that you are trying to deal with. I hope that this job is worth it, but most likely it isn't. If you are in a position to I would look for a soft place to land. My sincere condolences.
RiskManager
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As I have mentioned before, your malpractice carrier, if any, does not get involved in your workplace issues. Testing positive for opiates or not and any workplace consequences thereto is not an exposure covered by the malpractice policy.