I am considering returning to nursing after a lengthy absence for medical reasons (7+ years on disability). My RN license is on inactive status and I have already looked into what steps I need to take to reactivate it (refresher course, etc.). I may be getting way ahead of myself here but when the time comes to submit resumes, interview, etc. how do I explain my lengthy absence from nursing? Do I have to disclose my physical disability/medical condition (which is still present but because of new treatments options under good control)? With the nursing market so competitive will anyone even consider hiring someone like me (I'm still young, in my 40's.)?
Dear Disclosing Medical Condition,
You do not need to disclose your medical condition unless you are requesting an accommodation on the job. If that's the case, we will have to find one of Donna Maheady's articles for you. Donna is the Exceptional Nurse, who advocates for nurses with disabilities. Here's one of her articles on Students with Disabilities that has some overlapping information.
Regarding your unemployment gap on your work history, you can put Family (or personal) reasonsâ€. When asked, you can say that there were personal reasons (or medical/health reasons if you prefer) that caused you not to work for a period, but that they are completely resolved now and you are eager to back in the workplace.
The nursing field is competitive right now, and the main challenge will be your seven year absence. Taking a Refresher course is a good move. You will need to apply and persevere. Get a hold of your old contacts and network.
As nurses we are taught and are expected to accept ALL walks of life and to be compassionate towards everyone. There is no patient that does not deserve to be treated equally correct? Nurses have studied, sacrificed our personal lives, and remain dedicated to people and their well being. When it coms to something wrong with the nurse its like our heads are under the guillotine. All our hard work and efforts can be taken away at the snap of a fingertip even for conditions that are not in the nurses control. Its sad and disturbing at the imbalance of these types of situations. I am not sure if this exists or not already but I would think that if a nurse has a medical condition that hospitals are denying them a job for, they should qualify for disability. Even such small conditions such as a nurse with anxiety requiring anti anxiety medications as I have heard some hospital do not allow.
I've heard of nurses taking anti-anxiety meds. Why would hospitals not allow it, if the nurse remains A&O?
If you're referring to MMJ, it's not classified as an "anti-anxiety med". It's still a controlled substance that has no approved medical use.
I'm not sure MMJ doesn't have an approved medical use---I thought it did for chemo induced N/V & anorexia. I could be wrong though.
It is used, but "the FDA has not approved marijuana as a safe and effective drug for any indication." Sorry, I would normally use APA citation, but I'm in the middle of studying haha. I'll come back and fix it.
Thanks for that info. If MM dispensaries are opening in several states, how can it not be FDA approved for certain conditions? I have no idea. I'll have to do a little more research on that one.
Thanks for that info. If MM dispensaries are opening in several states, how can it not be FDA approved for certain conditions? I have no idea. I'll have to do a little more research on that one.
Same. I do believe that they are conducting research on the possible benefits of using it as medicinal treatment.
Actually, it's coming back to me now. MM is not approved by the FDA. I have my own theory why it isn't approved. BIG PHARMA.
If MM was approved by the FDA to use in certain conditions, like chemo induced N/V & anorexia, can you imagine how much $$$ big pharma would lose on those medications? It is being studied now for uncontrollable epilepsy---big studies being done at NYU that are showing HUGE effectiveness for seizures. If it works, that would put a big dent into the seizure meds too. Some of the newer seizure meds are extremely expensive. So, based on my theory, it will be a very long time before it is approved by the FDA to use for ANY medical condition.
As I always, say, follow the money. Since the FDA is in big pharma's pocket, the FDA does whatever the big pharmaceutical companies want it to do.
I've heard of nurses taking anti-anxiety meds. Why would hospitals not allow it, if the nurse remains A&O?
If you're referring to MMJ, it's not classified as an "anti-anxiety med". It's still a controlled substance that has no approved medical use.
If employees do not require accommodation, why should employers have knowledge of employees medical conditions and treatments? When employers force employees to reveal their personal health information, they are violating the employees right to privacy. The stigma and biases associated with many diagnosis, impact hiring decisions and performance appraisals. It is not normal to accept this kind of discrimination in nursing and is one of the many reasons that American nurses should form unions.
Not only do I agree with you, it is a violation of the discrimination laws to ask someone in an interview if they have a medical condition or disability. If a medical condition/disability is revealed in an interview, even though it is not supposed to influence the decision to hire, it does. At that time, the employer knows it will probably have to give the applicant "reasonable accommodation", which means loss of money in some form or another. If the employee does not want or need a reasonable accommodation, the employer never has to know about it. However, only after an applicant is offered the job do they have to disclose the condition & request reasonable accommodation. An employer is not allowed to have an applicant to have a medical evaluation or physical until they are offered & accept the job.
While many nurses shout that nurses need to form a national union & other unions, it will not influence hiring methods. It's the same in nursing as it is in every other occupation---nursing is not singled out. Discrimination exists in every profession/job in the world, especially with medical conditions & disabilities. It's not supposed to factor into a hiring decision, but it ALWAYS will. Unions will not change that. Only state/federal labor & hiring laws will change that. And then the enforcement of the laws is difficult as well.
I know plenty of nurses on SSRI's, anxiety meds, etc., and they still perform their job with excellence. They don't take benzos while they're working, but SSRI's are fine. I don't think MM is okay to use while on the job, though. SSRI's for anxiety & depression are one thing--being stoned out of your mind is a whole other issue.
Most Canadian nurses do not have employers that require a full medical evauation/physical or drug screen even after being hired, they usually just require a medical screen showing that they are free from communicable diseases and up to date with vaccines. Our employers do not have an automatic right to our personal health information.
I have been hospitalized several times in the last few years. I am not under treatment, and no longer being investigated, and need no accommodations. Next week I have a pre-employment physical. What MUST I disclose? Do I have to even disclose my meds, because they inevitably ask what each med is for. If Im not asking for any accommodation, do I even have to legally tell them what meds Im on, or that I have Type II diabetes and HTN? Is there any consequence of not telling if I end up in hospital again? One of those admissions caused a lot of hassle with my employer asking for info my Dr refused to give. I was given a blanket "return to work without restrictions" but my employer was insisting for something more detailed, that the cardiology refused to provide. A later job wanted clarifying information that long delayed my start date but in the end they all had to back down. I have ZERO work restrictions, and need no accommodations............so it would be a lot less hassle to just not mention any of those hospitalizations. Am I within my rights here? It seems to me that I have a right to HIPPA too and shouldn't be forced to detail a long, complicated and ultimately unresolved medical history. Any thoughts or advice warmly welcomed!
I have been hospitalized several times in the last few years. I am not under treatment, and no longer being investigated, and need no accommodations. Next week I have a pre-employment physical. What MUST I disclose? Do I have to even disclose my meds, because they inevitably ask what each med is for. If Im not asking for any accommodation, do I even have to legally tell them what meds Im on, or that I have Type II diabetes and HTN? Is there any consequence of not telling if I end up in hospital again? One of those admissions caused a lot of hassle with my employer asking for info my Dr refused to give. I was given a blanket "return to work without restrictions" but my employer was insisting for something more detailed, that the cardiology refused to provide. A later job wanted clarifying information that long delayed my start date but in the end they all had to back down. I have ZERO work restrictions, and need no accommodations............so it would be a lot less hassle to just not mention any of those hospitalizations. Am I within my rights here? It seems to me that I have a right to HIPPA too and shouldn't be forced to detail a long, complicated and ultimately unresolved medical history. Any thoughts or advice warmly welcomed!
Felix
You don't have to tell them anything. An employee physical is to determine if you are able to work RIGHT NOW. The employee health providers are not your primary care providers or any other specialists that need to know your medical history. It is none of their business what your medical conditions are, especially if you are to requesting special accommodation for the condition. They don't have to know about the meds you're on either.
Furthermore, it is not at all appropriate for an employer to ask for more information from your doctors after a hospital admission. If your doctor cleared you to return to work, that's all that matters. Facilities don't need "clarifying information", and pulling a stunt like that could land them in deep sh** if reported to the labor department.
Don't tell them anything. Say you're healthy, you've always been healthy, never been in the hospital. They don't need to know anything.
cracklingkraken, ASN, RN
1,855 Posts
I've heard of nurses taking anti-anxiety meds. Why would hospitals not allow it, if the nurse remains A&O?
If you're referring to MMJ, it's not classified as an "anti-anxiety med". It's still a controlled substance that has no approved medical use.