Drug Diversion Case Study
As a nurse manager, there are several questions that need to be answered and steps that need to be taken to confirm drug diversion is occurring. One of the first questions I would ask the staff nurse that reported to me with concern is whether or not the new registered nurse in question seemed impaired. If the staff member described the new registered nurse as acting strangely, I would then make my rounds as normal and observe the behavior of the nurse on the unit. The Mayo Clinic describes that detection of drug diversion is often found by observation of staff underperformance, behavioral changes such as withdrawal, and frequent unexplained absences (2012). To confirm the nurse was diverting drugs there would need to be an extensive investigation
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In paragraph format, the steps may seem rather confusing, but the Mayo Clinic provides a flowchart that makes it much easier to understand. The Mayo Clinic has a specific drug diversion team that aids in the management of any suspected drug diversion. Berge, Dillon, Sikkink, Taylor, & Lanier (2012) describe that when drug diversion is suspected and the employee appears impaired or the incident is witnessed, the first step of the employee is to notify the appropriate manager or manager of the unit. The manager will then retain evidence, notify the diversion team, and notify the human resources service representative. The suspected employee will be escorted to the Employee and Occupational Health Services (EOHS) for evaluation and drug testing. The results of the evaluation/ drug test will be reported to the unit manager, the Medication Diversion Prevention Coordinator (MDPC), and Human Resources. If the employee’s drug test is negative then more investigation is performed by the MDPC. If the suspicion is confirmed and the drug test is positive, The Drug Diversion Response Team (DDiRT) will review the evidence and determines next steps to be taken. The MDPC coordinates the recommendations from the DDiRT, and their findings are then forwarded to the employee manager, and EOHS to determine an …show more content…
The first discusses drug testing, and describes that the ANA is opposed to random drug tests of healthcare workers; however, ANA gives consent to drug test healthcare workers when there is reason to believe that drugs or alcohol are affecting their work. I agree with the ANA’s position on this. In regards to the case study, earlier I mentioned that additional information needed to be gathered on whether the nurse appears to be impaired or not. I think this is so critical to assess, because patient safety is priority and anytime it is being jeopardized in any way I think it is appropriate to take action. In addition, the ANA provides their stance on abuse of prescription drugs. The ANA opposes, “fraudulent or incompetent prescribing activities by health care providers and the misuse of prescribed drugs by nurses themselves.” To combat this, the ANA encourages extensive pharmacology education for nurses, which includes the misuse of prescription drugs, and on how addictive prescriptions drugs can be. They hope that this comprehensive education will ensure safe use of prescription drugs. If the nurse in the scenario, is in fact diverting drugs she is in direct opposition of what the ANA stands
In paragraph format, the steps may seem rather confusing, but the Mayo Clinic provides a flowchart that makes it much easier to understand. The Mayo Clinic has a specific drug diversion team that aids in the management of any suspected drug diversion. Berge, Dillon, Sikkink, Taylor, & Lanier (2012) describe that when drug diversion is suspected and the employee appears impaired or the incident is witnessed, the first step of the employee is to notify the appropriate manager or manager of the unit. The manager will then retain evidence, notify the diversion team, and notify the human resources service representative. The suspected employee will be escorted to the Employee and Occupational Health Services (EOHS) for evaluation and drug testing. The results of the evaluation/ drug test will be reported to the unit manager, the Medication Diversion Prevention Coordinator (MDPC), and Human Resources. If the employee’s drug test is negative then more investigation is performed by the MDPC. If the suspicion is confirmed and the drug test is positive, The Drug Diversion Response Team (DDiRT) will review the evidence and determines next steps to be taken. The MDPC coordinates the recommendations from the DDiRT, and their findings are then forwarded to the employee manager, and EOHS to determine an …show more content…
The first discusses drug testing, and describes that the ANA is opposed to random drug tests of healthcare workers; however, ANA gives consent to drug test healthcare workers when there is reason to believe that drugs or alcohol are affecting their work. I agree with the ANA’s position on this. In regards to the case study, earlier I mentioned that additional information needed to be gathered on whether the nurse appears to be impaired or not. I think this is so critical to assess, because patient safety is priority and anytime it is being jeopardized in any way I think it is appropriate to take action. In addition, the ANA provides their stance on abuse of prescription drugs. The ANA opposes, “fraudulent or incompetent prescribing activities by health care providers and the misuse of prescribed drugs by nurses themselves.” To combat this, the ANA encourages extensive pharmacology education for nurses, which includes the misuse of prescription drugs, and on how addictive prescriptions drugs can be. They hope that this comprehensive education will ensure safe use of prescription drugs. If the nurse in the scenario, is in fact diverting drugs she is in direct opposition of what the ANA stands