Common use of Impairment and Substance Abuse Clause in Contracts

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 (19) Testing Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX auspices). EINSTEIN through its Graduate Medical Education Committee (GMEC) has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN graduate medical education programs. In addition, XXXXXXXX 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 their training program. XXXXXXXX is required by the 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. XXXXXXXX’X Impairment in Workplace/Diversion/Guidelines for Substance Abuse (19) (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX 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 if they remain in compliance with institutional requirements and standards governing impairment. In cases of suspected substance abuse, XXXXXXXX’x Impairment in Workplace/Diversion/Guidelines for Substance Abuse

Impairment and Substance Abuse. XXXXXXXX EINSTEIN has ZERO tolerance for substance abuse in the workplace and follows its Impairment in Workplace/Diversion/Guidelines for Substance Abuse (19) Testing Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX EINSTEIN auspices). EINSTEIN through its Graduate Medical Education Committee (GMECGEC) has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN graduate medical education programs. In addition, XXXXXXXX EINSTEIN has a responsibility to its patients, its employees, 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 their his/her training program. XXXXXXXX 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 ACGME 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. XXXXXXXX’X EINSTEIN’S Impairment in Workplace/Diversion/Guidelines Policy for Substance Abuse (19) Resident Trainees Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX 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 if 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, XXXXXXXX’x EINSTEIN’s Impairment in Workplace/Diversion/Guidelines for Substance AbuseAbuse Policy shall be followed. Violations will be addressed as outlined in these policies referenced in this section. Resident will be required to undergo any including any required pre-employment screenings and any other testing as applicable under EINSTEIN policies or by a monitoring agreement with the Physicians Health Program, or equivalent program, or treatment provider. In the event that impairment has been documented during the training program for which the resident has not sought treatment or successfully rehabilitated), the Program Director may be obligated to report this in response to queries from state boards, hospital credentialing committees or subsequent employers depending on the nature of the impairment, the response to rehabilitation and the specific questions asked.

Impairment and Substance Abuse. XXXXXXXX EINSTEIN has ZERO tolerance for substance abuse in the workplace and follows its Impairment in Workplace/Diversion/Guidelines for Substance Abuse (19) Testing Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX EINSTEIN auspices). EINSTEIN through its Graduate Medical Education Committee (GMECGEC) has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN graduate medical education programs. In addition, XXXXXXXX EINSTEIN has a responsibility to its patients, its employees, 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 their his/her training program. XXXXXXXX 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 insure that Residents in need obtain treatment. EINSTEIN is required by the ACGME 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. XXXXXXXX’X EINSTEIN’S Impairment in Workplace/Diversion/Guidelines Policy for Substance Abuse (19) Resident Trainees Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX 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 if 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, XXXXXXXX’x EINSTEIN’s Impairment in Workplace/Diversion/Guidelines for Substance AbuseAbuse Policy shall be followed. Violations will be addressed as outlined in these policies referenced in this section. Resident will be required to undergo any including any required pre-employment screenings and any other testing as applicable under EINSTEIN policies or by a monitoring agreement with the Physicians Health Program, or equivalent program, or treatment provider. In the event that impairment has been documented during the training program for which the resident has not sought treatment or successfully rehabilitated), the Program Director may be obligated to report this in response to queries from state boards, hospital credentialing committees or subsequent employers depending on the nature of the impairment, the response to rehabilitation and the specific questions asked.

Impairment and Substance Abuse. XXXXXXXX EINSTEIN has ZERO tolerance for substance abuse in the workplace and follows its Impairment in Workplace/Diversion/Guidelines for Substance Abuse (19) Testing Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX EINSTEIN auspices). EINSTEIN through its Graduate Medical Education Committee (GMEC) has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN graduate medical education programs. In addition, XXXXXXXX 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 their training program. XXXXXXXX EINSTEIN is required by the 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. XXXXXXXX’X EINSTEIN’S Impairment in Workplace/Diversion/Guidelines Policy for Substance Abuse (19) Resident Trainees Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX 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 if they remain in compliance with institutional requirements and standards governing impairment. In cases of suspected substance abuse, XXXXXXXX’x EINSTEIN’s Impairment in Workplace/Diversion/Guidelines for Substance AbuseAbuse Policy shall be followed. Violations will be addressed as outlined in these policies referenced in this section. Resident will be required to undergo any including any required pre-employment screenings and any other testing as applicable under EINSTEIN policies or by a monitoring agreement with the Physicians Health Program, or equivalent program, or treatment provider. In the event that impairment has been documented during the Training Program for which the Resident has not sought treatment or successfully rehabilitated), the Program Director may be obligated to report this in response to queries from state boards, hospital credentialing committees or subsequent employers depending on the nature of the impairment, the response to rehabilitation and the specific questions asked.

Impairment and Substance Abuse. XXXXXXXX SKMC/TJU has ZERO tolerance for substance abuse in the workplace and follows its Impairment in Workplace/Diversion/Guidelines for Substance Abuse (19) Testing Policy (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX SKMC/TJU auspices). EINSTEIN SKMC/TJU, through its Graduate Medical Education Committee (GMEC) ), has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN SKMC/TJU graduate medical education programs. In addition, XXXXXXXX SKMC/TJU 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 their training program. XXXXXXXX SKMC/TJU is required by the 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. XXXXXXXX’X SKMC/TJU’S Impairment in Workplace/Diversion/Guidelines for Substance Abuse (19) (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX SKMC/TJU 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 if they remain in compliance with institutional requirements and standards governing impairment. In cases of suspected substance abuse, XXXXXXXX’x SKMC/TJU’s Impairment in Workplace/Diversion/Guidelines for Substance AbuseAbuse Policy shall be followed. Violations will be addressed as outlined in these policies referenced in this section. Resident will be required to undergo any including any required pre-employment screenings and any other testing as applicable under SKMC/TJU policies or by a monitoring agreement with the Physicians Health Program, or equivalent program, or treatment provider. In the event that impairment has been documented during the Training Program for which the Resident has not sought treatment or successfully rehabilitated), the Program Director may be obligated to report this in response to queries from state boards, hospital credentialing committees or subsequent employers depending on the nature of the impairment, the response to rehabilitation and the specific questions asked.