Narcotic User

Not sure if you have to avoid taking it before your test, but as long as you have proof that you're legally allowed to take the medication, you should be okay to go. Note: I would inform them of this BEFORE your test so they are not surprised and bring proof of a prescription

When I've had to take a UDS they asked me about any medications that I was currently taking. I also remember one time having to take any prescription bottles with me to show them just in case. I think it's pretty common to have to report any current medications prior to the test, but if they don't ask, be sure to tell them, and I'd also take the prescription bottle in case they ask.

I should also state that I'm in NY. Not sure if the state has anything to do with the rules. Also, will this be an automatic reason to not hire?

Not if the ADA has anything to say about it.

It actually depends on the policies of the institution you are applying to. You will be okay as far as the drug test goes because you have a prescription for the positive result for opiates that will show up. However, some hospitals do not allow you to take narcotic pain medication even with a valid prescription. Nursing is considered a safety sensitive position and as such your prospective employer can set guidelines on what medications you can take while on shift.

I ran into this issue when I was still working as a RN. (I'm currently on disability.) I was diagnosed with RSD/CRPS, a neuro-inflammatory disease that causes severe, chronic pain. I continued to work for 18 months after my diagnosis (minus a short time off for surgery). My hospital had a very strict no narcotic policy. It meant I was only able to take pain medication on my days off and I had to avoid taking anything 8 hours prior to my shift. It made life very painful! I was actually more distracted (impaired) by the pain at work than I ever would have been by the small amount of pain medication I was taking at the time.

What do you mean by this?

Legally employers are allowed to prohibit the use of certain medications, regardless of whether or not you have a valid prescription, if your position is considered "safety sensitive" (and nursing is). And even if your doctor clears you to work while taking that medication.

ADA laws just state that employers cannot discriminate against you due to disability and they must make reasonable accommodations (which doesn't automatically include allowing the employee to take certain medications that the employer feels may affect job performance and safety).

Not if the ADA has anything to say about it.

Not so much. The employer may choose to hire the applicant who does not rely on narcotics to perform his/her daily duties.

"The ADA!" is an oft-used cry by those who have little to no actual understanding of the Act's provisions.

How would the employer necessarily find out without breaking HIPAA? With an opiate prescription an opiate-positive result is reported as "pass" to the employer isn't it?

How would the employer necessarily find out without breaking HIPAA? With an opiate prescription an opiate-positive result is reported as "pass" to the employer isn't it?

Think about it. You have an opiate prescription. You test positive for opiates. Therefore.....you use opiates. The employer is aware of the results.