 |
Resources for the Impaired Physician
|
|
|
|
|
|
The University of Illinois Medical Center is committed to assisting and retaining valued practitioners and staff who may be stressed, impaired or may have problems that affect their performance whether related to emotional, physical, or substance abuse issues. |
|
|
• |
It is estimated that approximately 10% to 15% of all healthcare professionals will misuse drugs or alcohol at some time during their professional careers |
| | |
|
• |
Although these rates are similar to those of the general public, the rate is disturbing because healthcare professionals are responsible for the health and well-being of patients. |
|
|
"Impairment" is defined as "any condition that interferes with the provision of safe health care or customer service due to the misuse of alcohol, legal, or illegal substances, or a mental or physical condition as determined by a psychiatrist, psychologist, or other healthcare professional trained in the identification of such." |
|
|
|
|
|
If there is a "Reasonable Suspicion" of impairment, there is an obligation to refer the individual for an evaluation if you suspect their activities or behaviors may affect their ability or capacity to perform their identified duties and/or other roles as assigned, especially if patient safety may be compromised. |
|
|
|
|
|
"Reasonable Suspicion" is defined as an impression, based on observations of appearance, behavior, speech or body odor that an individual's capacity is impaired. Examples:
|
• |
Marked mood changes or instability |
|
• |
Inappropriate behavior |
|
• |
Excessive absenteeism |
|
• |
Poor clinical judgment |
|
• |
Obvious smell of alcohol |
|
|
Note: All complaints, allegations or concerns that are part of a referral will be investigated by a neutral party in confidence. |
|
|
|
|
|
Referrals:
|
• |
Can be made confidentially by any faculty, staff, employee, administrator, patient or family member who is concerned about a physician, staff member, or other healthcare professional's health, well-being or capacity to perform his/her duties or roles as assigned especially if it may affect safe patient care. |
|
• |
Referring parties are encouraged to follow the proper chain of command when feasible. |
|
|
|
|
|
Referral Options for "Reasonable Suspicion" or Self-Referral
|
|
A referral may be made anonymously to: |
|
|
|
|
|
|
University Health Services
|
| Dr. David Marder, Medical Director, or |
|
| Rebecca Mischak APN/CNP, COHN-S/CM |
|
|
|
|
OR |
|
|
Employee Assistance Program
|
| Geri Biamonte, Employee Assistance Practitioner |
|