Impairment and Substance Abuse. EINSTEIN has ZERO tolerance for substance abuse in the workplace and follows its Impairment in Workplace/Diversion/Guidelines for Substance Abuse Testing Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under EINSTEIN auspices). EINSTEIN through its Graduate Education Committee (GEC) has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN graduate medical education programs. In addition, EINSTEIN has a responsibility to its patients, its employees and its community to ensure that all physicians and dentists, including Residents, are physically and mentally competent to meet their designated patient care responsibilities. It is both a Program Director and Institutional responsibility to provide guidance and support to each Resident throughout the course of his/her training program. Program Directors are charged by their respective Residency Review Committee (RRC) or other accrediting agency to monitor stress, depression, substance abuse and mental and/or physical illness of Residents, to identify methods of counseling and to ensure that Residents in need obtain treatment. EINSTEIN is required by the Accreditation Council for Graduate Medical Education (ACGME) to facilitate resident access to appropriate and confidential counseling, medical, and psychological support services. This includes written policies describing how impairment, including substance abuse, will be handled. EINSTEIN’S Impairment Policy for Resident Trainees Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under EINSTEIN auspices) is intended to provide overall guidelines and direction to Program Directors on how to proceed when confronted with a potentially impaired Resident. It also shall serve as a mechanism to provide impaired Residents with direction regarding their continued employment and benefits as long as they remain in compliance with institutional requirements and standards governing impairment. Impairment will be managed as a medical/behavioral illness. Implicit in this concept is the existence of criteria permitting diagnosis, opportunity for treatment, and with successful progress toward recovery, the possibility of returning to training in an appropriate capacity. In cases of suspected substance abuse, EINSTEIN’s Impairment in Workplace/Diversion/Guidelines for Substance Abuse Policy shall be followed. Violations wil...
Impairment and Substance Abuse. The Hospital shall be responsible for keeping the work environment free from alcoholic beverages and illegal drugs to avoid their adverse effects on job performance and safety. All employees are prohibited from possessing, using, or being under the influence of alcoholic beverages and illegal drugs while on Hospital premises or conducting Hospital business. Instances of Resident impairment and/or substance abuse shall be managed as outlined in the GME Manual and Hospital Policy and Procedures. All AdventHealth employees may utilize the AHS Employee Assistance Program (EAP).
Impairment and Substance Abuse. The Hospital will provide the Resident with an educational program regarding physician impairment, including substance abuse. The Hospital shall Inform the Resident of, and make available, the Hospital’s written policies for handling physician impairment, including impairment related to substance abuse.
Impairment and Substance Abuse. Hospital shall inform Resident of, and make available, the Hospital’s written policies for handling physician impairment, including impairment related to substance abuse. Hospital will provide Resident access to the Hospital Employee Assistance Program which provides support services on a confidential basis, including matters relative to Resident impairment and substance abuse.
Impairment and Substance Abuse. Inform the Resident and make available, the Advocate Human Resource Policies: Fitness for Duty- Behavior, SYS 013.029 and Fitness for Duty- Drug and Alcohol Abuse, SYS.013.007 as the applicable Advocate policies dealing with resident physician impairment, including impairment related to substance abuse. Advocate will provide the Resident with an educational program regarding physician impairment, including substance abuse.
Impairment and Substance Abuse. The Hospital shall be responsible for keeping the work environment free from alcoholic beverages and illegal drugs to avoid their adverse effects on job performance and safety. All employees are prohibited from possessing, using, or being under the influence of alcoholic beverages and illegal drugs while on Hospital premises or conducting Hospital business. Instances of Resident impairment and/or substance abuse shall be managed as outlined in the GME Manual and Hospital Policy and Procedures. All AdventHealth employees may utilize the AHS Employee Assistance Program (EAP) and Residents can obtain more information from The Center for Physician Wellbeing through the Hospital intranet.
Impairment and Substance Abuse. XXXXXXXX has ZERO tolerance for substance abuse in the workplace and follows its Impairment in Workplace/Diversion/Guidelines for Substance Abuse
Impairment and Substance Abuse. The University and its affiliates are Drug Free Workplaces. No Resident may report to work while under the influence of illegal drugs and/or alcohol. Physician impairment and substance abuse will be handled in accordance with the Housestaff Handbook and the GME Physician Impairment and Substance Abuse policy (GME Policy 304).
