Common use of Impairment and Substance Abuse Clause in Contracts

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 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. EINSTEIN ABINGTON 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 ABINGTON auspices). EINSTEIN ABINGTON, through its Graduate Medical Education Committee (GEC) GMEC), has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN ABINGTON graduate medical education programs. In addition, EINSTEIN ABINGTON 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 his/her their 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 XXXXXXXX is required by the Accreditation Council for Graduate Medical Education (ACGME) 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. EINSTEINABINGTON’S Impairment Policy in Workplace/Diversion/Guidelines for Resident Trainees Policy Substance Abuse (policy and any policy updates, shall be furnished to the Resident at the commencement of training under EINSTEIN ABINGTON 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 if 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, EINSTEINXXXXXXXX’s Impairment in Workplace/Diversion/Guidelines for Substance Abuse 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 ABINGTON 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 Training Program for which the resident 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. 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 Medical Education Committee (GECGMEC) 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 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 their 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) 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 if 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 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 Training Program for which the resident 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. EINSTEIN XXXXXXXX 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 XXXXXXXX auspices). EINSTEIN XXXXXXXX, through its Graduate Medical Education Committee (GEC) GMEC), has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN graduate medical education programs. In addition, EINSTEIN XXXXXXXX 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 his/her their 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 XXXXXXXX is required by the Accreditation Council for Graduate Medical Education (ACGME) 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 XXXXXXXX’X Impairment Policy in Workplace/Diversion/Guidelines for Resident Trainees Policy Substance Abuse (policy and any policy updates, shall be furnished to the Resident at the commencement of training under EINSTEIN 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 as long as if 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 XXXXXXXX’x Impairment in Workplace/Diversion/Guidelines for Substance Abuse 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 Training Program for which the resident 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. 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 insure 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 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. EINSTEIN SKMC/TJU 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 SKMC/TJU auspices). EINSTEIN SKMC/TJU, through its Graduate Medical Education Committee (GEC) GMEC), has the responsibility of providing a safe working environment for all residents enrolled in EINSTEIN SKMC/TJU graduate medical education programs. In addition, EINSTEIN SKMC/TJU 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 his/her their 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 SKMC/TJU is required by the Accreditation Council for Graduate Medical Education (ACGME) 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. EINSTEINSKMC/TJU’S Impairment Policy in Workplace/Diversion/Guidelines for Resident Trainees Policy Substance Abuse (policy and any policy updates, shall be furnished to the Resident at the commencement of training under EINSTEIN 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 as long as if 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, EINSTEINSKMC/TJU’s Impairment in Workplace/Diversion/Guidelines for Substance Abuse 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 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 Training Program for which the resident 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.