Managers have responsibilities
Ranjeet understands that her primary responsibility is to protect clients by ensuring staff provide safe care. After reviewing the health record audit and staff observations of Kelsey's behaviour, Ranjeet recognizes the potential safety risks and determines that Kelsey must be placed on leave pending further investigation. She promptly arranges a meeting with Kelsey, her union representative, and a human resources liaison to discuss the concerns. During this meeting, Kelsey requests a medical leave.
Ranjeet officially places Kelsey on extended leave due to ongoing concerns about her health and its effect on her ability to practice safely. With Kelsey now off work and seeking help for her health issue, Ranjeet questions whether she is still required to report her concerns to BCCNM, since clients are no longer at immediate risk.
Does Ranjeet still have a responsibility to report to BCCNM?
Yes. Even though Kelsey is on leave, Ranjeet must still report her concerns to BCCNM. The Health Professions Act and Duty to Report practice standard require Ranjeet to report Kelsey if she believes, based on evidence, that Kelsey's practice might be a danger to the public. BCCNM considers evidence of narcotic diversion from the workplace or being impaired at work a danger to the public.
It's important that Ranjeet provides information to the college, verifying how Kelsey's practice was impacted. This allows BCCNM to review how Kelsey's behaviour affected client care and safety and ensures proper monitoring of Kelsey's health condition and practice following treatment and her return to work, even if she changes employers.
How does Ranjeet make a report to BCCNM?
Complaints need to be in writing with enough detail for BCCNM to evaluate the information and investigate. Read a sample letter of complaint.
The complaint should outline the evidence to support the allegations. This may include witness reports, results of health records audits/reviews, examples of incidents with dates, times, and those involved, and other relevant, specific information. It should detail the steps the employer has taken to limit the risks the nurse's practice poses to clients.