SNB1014

The TX BON will not accept an assessment from an NP, even a PMHNP. They have a very specific list of evaluators that you can choose from. The only way your own doc would fly is if they have a long, established therapeutic relationship with you and there's no way you can just move to tx, get an appt and a psych eval and then boom! They accept it. If you truly are not bipolar, then a thorough psychiatric exam would prove that.

Ooof this is a big concern for me as well. I’m in austin and am hoping that HRs don’t ruin a perfectly good interview and initial offer.

Which company do you test through? MedTox/Labcorp/ quest/ etc?

I prefer to use the term “dx with Substance Use Disorder” (the actual medical and diagnostic term) or “ am in verifiable recovery from Substance Use Disorder”. the more evidenced based, using evidenced based and up to date terminology allows us to take away the disgust given by others and the shame we put upon ourselves.

I have a neurogenic bladder and hence I need to self catch. Practically by default I have UTI very frequently. My urine CX often comes up + for nitrates. I’ve never had an issue testing. Perhaps the level was outrageous?? See if you can get a lawyer to subpoena those results, see you pcp stat for a UTI workup, and if positive get on abx stat. Then repeat a urine cx. Then it would be wise for the lawyer to help you contest these results or see if another qualified pathologist/ lab can independently verify the program’s test or refute it

Yes, absolutely.

So, some places have HR policies that you must disclose if you’re having a “personal/intimate” relationship with a coworker. If the doc is a actual EMPLOYEE of the hospital, VS contracted/consultation privileges, that could make the difference. Additionally, if neither parties reported, they are both is violation of such a policy exists. The MD should be held for sexual misconduct as well. I mean if you were pulling a greys anatomy situation and screwing in the on call room while both on duty and “abandoning pt care”, that’s different. that is discrimination if one employee is held to the standard (if one such exists) and the other is not. I would suggest that either your “partner in crime” be held to the same standards and reprimanded by either the hospital/hr or reported to their medical board, as well. If not, I would be firm and state that this is discriminatory and therefore that should be dropped entirely. unless you two are in love, just quit seeing each other. And if NOTHING happened on work ground, while on duty, that should hold merit.

It matters specifically related to the state you are licensed in/where you are applying for employment. You must look at what your order states- does it say something in regards to notifying employers while ON probation or does it say notifying to all future employers? if you look up your license on the TX BON website, for example, it will likely state that your license doesn’t have any active disciplinary action, it’s in good standing, etc. BUT you CAN see if they have past disciplinary actions, if you look. If they check through NURSYS, it will essentially be the same. Unless you were in a confidential agreement, this is sadly public. Most hiring managers/ Recruiters don’t do this automatically. If you get a phone call about an interview, take it and sell yourself. Don’t shoot yourself in the foot. That being said, I have found that being said, if you haven’t worked in a little bit as a nurse, it would be wise to be short and sweet but honest that you were “recently” on probation with the BON, but have successfully completed it and advocate for yourself and state “but I have learned personally and professionally from this experience, my license is in good standing. I’m excited to work in this position for XYZ reasons and am thankful for this opportunity. I believe in being forward and honest with potential employers to act in good faith; I hope this doesn’t interfere with continuing on to any future steps in the hiring process.” you run the risk that it will be taken poorly if you aren’t “up front” and if they think it’s a toss up between you and another candidate, they may feel “duped”. The answer is in both what your contract states and how the real world, with real human fallacy truly works. I wish you the best!!

Following. Many of us who will come out the other side of monitoring are interested to know as well. is there anyway you could ask your professors/deans about quality/reputable high risk student malpractice ins? Even if you need to ask “just for a old colleague”?

Following- curious to hear others’ responses.

I’m a bit confused...are you in a monitoring/alternative to discipline program through your state? Bc if so, across the board, there is a zero tolerance for alcohol policy, regardless of your substance of choice. If you are in monitoring (since pre-employment screens wouldn’t invest the money into routine pETh testing and alcohol is not a controlled substance for ppl 21+)....you absolutely MUST re-read the terms of your monitoring agreement. Alcohol is prohibited. If you are a social drinker, it has to stop 100% ASAP. This WILL become a violation of your contract. best of luck to you

It’s been a few months now...I hope you are well, physically, mentally, financially! What was the outcome after speaking with the MRO and your monitoring program?

I’m in Texas and unfamiliar with this new legislation you speak about re: removed/expunged....can you link this info or share where you got this? I know a lot of us would be interested in finding out about this. im not familiar with Michigan rules, sorry. Thank you in advance for sharing the Texas tidbit if you can!!

What are you referring to when you say “contracts of this kind”? How do you anticipate this dx changing how contracts are stipulated? TPAPN has recently *tried* pretty hard to move in the direction of the medical model of SUD treatment and adjusting testing frequency/ contract stipulations based upon the severity of your SUD. Compared to the previous cookie cutter, sanctimonious contracts given out only a couple years ago- this is a great improvement. Ironically, my saga started in 2015. I had an admin violation that restarted my contract- not a relapse. I am now pregnant. I am as sober as sober can be. For years. I now have to go get a SUD assessment by a psychiatrist/psychologist/LCDC where I would not meet a single criteria for SUD...for a few years now. No cravings for substances, no medications required etc. however, I STILL will be placed into some SUD track and be required to attend AA/NA (which are very triggering to my mental health due to the black and white thinking), drug and booze testing...and for what?!?! You can get a DUI and not be an alcoholic. You can be an alcoholic and drink at home until you black out and pass out. What about occupations that aren’t traditionally considered “safety sensitive”??? I don’t want an actively altered accountant advising me on retirement or electrician on day 3 of an uppers binge working in my newborns nursery. sorry, it was a rant. It’s just all BS. I understand the rationale behind keeping close eyes on HCP with known SUD, but HIPAA shouldn’t be thrown out the window bc of my license. That is just a great way for me to lie straight to an assessors face, not feel guilty and give the “right” answers out of fear and shame.

WOW! I’m in Texas and as far as I know, this is not the case down here. What state are you speaking of?