Monitoring Contract VS Board Consent Order

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UPDATE: Changes: New Log In Requirement

I wanted to clarify something about documentation requirements for employers. I'm in Massachusetts, and I've been participating in the monitoring program for about seven months under an alternative-to-disciplinary agreement. I have not faced any Board action or criminal prosecution, and I understand that my participation is confidential as long as I remain in compliance.

However, I'm still a bit confused about what I'm required to provide to a prospective or current employer. I had previously been under the impression that I needed to give them a full copy of my monitoring contract, but after reviewing the program handbook, it seems that I'm only supposed to provide the Contract Amendment (CA) Letter: the document that outlines my current practice permissions and stipulations. I am obviously not trying to omit anything to my future employer, but there are certain items there related to my personal health that I am not comfortable sharing. 

From what I understand, nurses who have public consent orders with the Board are required to share the entire agreement because it's part of their public disciplinary record. But since I'm in an alternative-to-disciplinary program, my agreement is confidential, and the CA Letter should be sufficient for employers, as it contains all the information relevant to workplace compliance and supervision.

Could you please confirm whether this interpretation is correct? I just want to make sure I'm following the proper procedure when providing documentation to potential employers as I contacted my case manager about a week ago and I am sure they are very busy because I have not heard back.

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You only need to give them the contract agreement letter. Remember though......confidentiality regarding people who are in monitoring on a voluntary basis and not forced/mandated/under discipline from the BON guarantees you confidentiality from the PUBLIC. It does not guarantee you confidentiality from your supervisor-employer or your monitoring program case manager.  Many assume if they are in monitoring in an alternative to discipline/non public knowledge/no BON consent order status, they assume their confidentiality is not just for the public, but also for employers/supervisors. That can be a false assumption.

You can also email your case manager AND....cc the Monitoring Program Director. This will get you a quicker response. In every monitoring program, the case managers have someone who is the program lead/supervisor/director that they report to. If you have Emailed and havent got a response in 1 week, then email again and cc the Monitoring Program Supervisor. Your case manager should have gotten back to you within 1 week, regardless of how busy they are. CAREFUL with phone calls. You want to email because their written response to you is something you can save and have clear evidence of.

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I'm in a different state but if I were interviewing you for a job I'd want to know the details of what leas to your monitoring agreement.  I think technically you're correct but if you want a job you may have to be very open 

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