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