Glad to hear that you have a supportive healthcare provider. Just a cautionary note because you say that there are "threatening" noises being made. In this type of situation, there are two entities that are somewhat intertwined and also are not not. First is your employer. You should have some rights under the Americans With Disabilities Act. If you find yourself discriminately terminated, the time limit to do anything about that is 2 years. The Americans With Disabilities Act does not protect your license. The Board only cares about public safety -- not whether you have a license. They can initiate an action based on a complaint made by a private individual, such as a coworker. It does not have to come from the employer.
In my sister's case, two nurses told their supervisor that they could not work with a nurse knowing that she used pain medications. There was a pre-termination hearing where the Chief Nursing Officer tried to force my sister to voluntarily enter an inpatient drug detoxification - with no regard to pain control. The Chief Nursing Officer tried to coerce my sister into revealing the names of other hospital employees using pain medications. She said that they would do a retrospective chart audit and that they would find discrepancies - because every nurse makes them. (They found 3 discrepancies, 2 of which my sister was able to clarify with charting elsewhere in the medical record.). The CNO also insinuated an improper relationship between my sister and her pain doctor. My sister's pain doctor was the head of pain medicine in the hospital and he subsequently dropped her as a patient. During the trial, the prosecution tried to imply the same improper relationship; the the judge did stop that. (Interestingly, my sister's pain doctor encouraged her to educate herself by attending local pain society meetings - because she initially had concerns about using opioid medications and working. The Chief Nursing Officer also attended the pain society meetings. Because she attended the meetings one would think her somewhat educated, on the subject of chronic pain management, so her actions with respect to my sister seemed really strange. Did she attend the meetings simply for the free food?)
Early in the Board investigation, long before the trial, my sister spoke to an Assistant Attorney General (AAG) who's husband had chronic pain - and she seemed very understanding. Based on those conversations, my sister thought she had nothing to worry about. Later, abruptly, that investigator was replaced by another, and there seemed to be no transfer of information. Time went on and on. More people came and went. Things would start and stop and throughout the process, my sister was provided very little information. Then, suddenly, years later, everything seemed to take on a life of it's own.
Those of us who are not legal eagles assume the presumption is that one is innocent until proven guilty. Not so in Administrative Law Court where these cases are tried. My sister's attorney did not even understand that and he saw no need to produce an expert witness for pain management - the judge had very little good medical information, because the expert nurse witness provided by the Board was disqualified as a pain management expert. Additionally, many of the statements that the hospital provided to the Board in their initial written complaint turned out to be obvious untruths, based on the witness testimonies. The judge acknowledged this discrepencies, but did not believe my sister when she said her supervisor knew about the pain medications. During her testimony, the supervisor said she did not know about the pain meds, but, to her credit, she also said she was not concerned about patient safety, impairment, or drug diversion when the nurses made their complaint to her. (The prosecuting AAG was speechless for a few seconds after that statement was made.) At the end of the hearing, my sister's attorney was convinced they won the case.
Six weeks later, the judge issued a written ruling and stated that he was holding my sister to a "higher standard" because she was a nurse. As such, he said, she practiced sub-standard nursing care because she did not tell her supervisor that she was taking mood and mind-altering drugs. He left it to the Board to evaluate my sister for fitness for duty. The Board deferred everything to Peer Assistance Services. Peer Assistance Services recommended the 3-year monitoring program. (I found this very interesting, because Peer Assistance Services is a private organization and they just landed the CO Board of Nursing contract at the end of 2008. Peer Assistance Services focuses on addiction and most of those people have no medical background. There was an Associate Degree RN supervisor who freely admitted she knew nothing about pain management.
Hope this is not information overload. I've left out many details, but you get the picture. Watch your back. Good luck.