EMPLOYERS
Early Identification
Employers play a crucial role in identifying healthcare professionals who may be facing challenges related to substance use or other health issues that could affect their practice. Substance Use Disorder affects 10-15% of healthcare professionals, yet many do not receive timely intervention in the work setting due to factors such as:
- Not knowing that mental and substance use disorder issues when identified can be treated and can save lives, both practitioners and their patients
- Lack of recognition of signs and symptoms that may produce problems in the workplace
- Fear—what if I am wrong?
- Not understanding employer’s obligations under Rules and Statutes
- Hoping that “things will get better”
- Lack of awareness of resources available for employer and employee assistance
Making a Referral
Employers may fear that they have to be certain or “prove” that an employee has a problem before referring them to UPHP. However, this is not the case. Further, any person or organization furnishing information regarding concerns around acts of unprofessional, unlawful, incompetent or negligent conduct may be immune from liability with respect to information provided in good faith.
When to Formally Refer
Please call UPHP if you have any questions about how any health problem could have the potential to impact a licensee’s ability to practice their profession safely. If problematic areas have been addressed with a licensee, formally or informally, and there has not been resolution, it may be necessary to make a formal referral to UPHP.
Possible Indicators of a Health Problem
Impairment at work is typically a sign of late stage illness. The goal of UPHP is to help licensed healthcare professionals before they become impaired. A change in attitude or behavior is a primary indicator of a health concern. Below are examples of other indicators. Any one of these listed does not indicate a diagnosis of a medical, psychiatric or substance use disorder; however, a constellation of signs should not be ignored.
How to Make a Formal Referral
UPHP recommends the referring party call UPHP to express the nature of the concerns and to learn first-hand about our intake and the assessment process. The referring party can call us at (801) 530-6291 and ask to speak with a member of our clinical staff. This allows the Clinicians to gather information prior to speaking with the referred licensee in order to gain an understanding of the nature and severity of the referral.
UPHP also recommends that the referring party compose a letter to the Licensee who is formally referred to UPHP. It should include the following:
- Specify the reason for referral to UPHP.
- Provide the timeline that the Licensee has been given to make contact with UPHP.
- Provide a timeline to schedule an appointment.
- You may decide to require that the Licensee sign a UPHP Release of Information form (ROI) to specific individuals in order to facilitate the evaluation.
- You may choose to include administrative/workplace consequences for the Licensee should they choose not to comply with the UPHP evaluation and/or treatment and monitoring recommendations.
A template for a formal referral letter can be accessed via Formal Referral Letter Template
UPHP suggests that the referring party, and others in leadership positions, meet with the licensee to review the content of this letter. Please send this letter to UPHP via email uphp@utah.gov or fax (385) 465-6074.
Working with UPHP Post Referral
After a formal referral has been made and the potential participant has consented to communication by signing a Release of Information (ROI), the referral source can expect the following:
- UPHP will inform the referral source that the Licensee has attended the intake appointment.
- At intake, the referred individual is provided a check-list of things to do as a part of the evaluation and/or treatment referral.
- UPHP will correspond during the course of the evaluation with the referring party and will inform them of the evaluation conclusions, including recommendations for treatment and/or monitoring.
- Please know that UPHP cannot communicate with the referral source without consent from the licensee.
The referral party should be aware of the following:
- The best and primary contact for you is the Clinical Coordinator assigned to the Licensee’s case.
- We will correspond with the referring party regarding any non-compliance with the evaluation process.
- UPHP and/or the evaluator may ask to speak with supervisors, collateral contacts, or workplace personnel, apart from those listed in the formal referral letter. (With the appropriate signed Release of Information form).
- UPHP is happy to assist employers with formulating a return to work plan when a Licensee has been out of work for a period of time.
FAQ for Employers
Yes! Before a participant can return to work, UPHP first determines if they are safe to do so. UPHP considers several factors in its decision (e.g. history and severity of SUD diagnosis, treatment response, compliance with a recovery plan, random toxicology testing results, etc.).
In some cases, a participant’s Return-to-Work plan may include necessary job accommodations (aka practice restrictions), to ensure safe practice. This will depend on the work environment (e.g. job setting, supervision level, interaction with other professionals, job duties, access to controlled medications, level of support for the participant, and ability for worksite monitoring).
As a participant continues to be successful in their recovery, UPHP will review and adjust their Return-to-Work Plan until they are able to perform all aspects of their duties without accommodations.
Under the Americans with Disabilities Act (ADA), persons with a history of a substance use disorder and who are currently in documented recovery have certain protections related to employment (i.e. reasonable accommodations). Employers may consult with their Human Resources department for specific guidance.
