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I'll try to be brief and forgo grammar and punctuation issues if you don't mind.. I am a CRNA, no prior terminations or disciplinary actions, no legal issues-tested + for cocaine after a colleague who relieved me for a 15 min break felt that the pt had not received the amt of Sufenta that I had documented. In my defense, I felt that I was at least vindicated on the Sufenta issue since my urine screen was neg for it. I heard unofficially that they tested this pt for Sufenta (the next day?) and it was negative. I was relieved of care of this pt and handed over a second 100mcg vial to this person, who charted that the pt received all or some portion of this vial. If the pt tested negative, then the person who relieved me would be under suspicion as well..no? Also, I believe that sufenta metabolites clear the urine quite rapidly and checking the next days urine would be negative anyway I started the Employee Assistance Program immediately, met w/a counselor, enrolled in an intensive outpt. rehab program-the next day I rec'd a letter of termination citing my excepted appointment I would like nothing more than to be able to keep my job while in recovery. A colleague of mine was found unconscious in the men's bathroom from a fentanyl OD. He attended an inpt detox facility and returned to our dept within 3 months-he worked in our pre-op clinic until cleared to return to the OR. He lost no benefits. I am not trying to blame others for my predicament-I just want the same chance at recovery that all of my colleagues have had-I would like to know that I can return to my former job... I have several questions: 1) Does my Excepted Appt preclude me from any rights associated w/my bargaining unit re: protesting my termination? 2) Do I have a right to see the alleged drug test results on my pt and present my case to the hospital administration? Note-I was employed by a govt. facility