[MCOH-EH] Return to work evals for substance abuse

[Hudson, T. Warner]

I only do suspicion based return to duty as a member of the hospital medical staff physician health committee; for MDs who have been through a monitored program usually to get off drugs/alcohol; often off work form many months and also in programs and monitored for several years, and then after continuous success, the committee of addictionologists, psychiatrists/psychologists, occupational health and other medical staff representatives then reaches a consensus on return to work and if aforementioned is successful, off monitored program, informed by the outside program and treatment,  guides input on the return to duty details which are quite specific to each situation and in collaboration with their department chair or program director.

Warner

T. Warner Hudson, MD FACOEM, FAAFP
Medical Director, Occupational and Employee Health
UCLA Health System and Campus
Office 310.825.9146
Fax 310.206.4585
Pager 800.233.7231  ID 27132
E-mail twhudson at mednet.ucla.edu<mailto:twhudson at mednet.ucla.edu>
Website www.ohs.uclahealth.org<http://www.ohs.uclahealth.org>

From: MCOH-EH [mailto:mcoh-eh-bounces at mylist.net] On Behalf Of Adamo, Philip
Sent: Friday, July 25, 2014 10:39 AM
To: 'mcoh-eh at mylist.net'
Subject: Re: [MCOH-EH] Return to work evals for substance abuse

I would like to get input from many of you out there on how you handle return to work evaluations on employees who self disclose they went out of work for a drug and/or alcohol abuse. I am having robust discussions with our legal team about performing drug and alcohol tests upon return.

There is agreement about when an employee is found to be impaired at work, testing can be performed upon.

Do you require a RTW note from the substance abuse provider on details such as completed the program and random testing has been negative?
Do you perform drug and alcohol testing?
Do you perform unannounced testing on that individual?
If you do testing is it only for those in safety sensitive positions?
What kind of pushback do you get from your hospital leaders about violation of the ADA or FMLA when you perform testing?
We all know that current drug or alcohol use is not protected under the ADA; however, how is that defined at your institution?

Thanks,
Phil


Philip Adamo, M.D., MPH, FACOEM
Associate Vice President and
Medical Director, Employee Health &
Occupational Injury Care and Wellness
UMass Memorial Medical Center
Hahnemann Campus Suite 201
291 Lincoln Street
Worcester, MA 01605
Phone: 508-334-6179
FAX: 508-334-6433
cell 508-713-3993
philip.adamo at umassmemorial.org<mailto:philip.adamo at umassmemorial.org>

"THE GREAT USE OF LIFE is to spend it for something that will outlast it."
William James



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