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A manager reports

Managers have responsibilities

As soon as she receives Justin and Marina's report, Ranjeet knows her first duty is to protect patients by making sure staff are providing safe care. Given the safety implications of the concerns from the health record audit and observed behaviour, Ranjeet knows she will need to put Kelsey on leave while she investigates. She sets up an immediate meeting with Kelsey, her union representative, and a human resource liaison to review the concerns. During the meeting, Kelsey requests a medical leave.

Two days after this initial meeting, Ranjeet is informed that Kelsey will be off on extended leave. Ranjeet wonders if she still has a responsibility to report her concerns to CRNBC. She feels that the patients are protected now that Kelsey is off work and seeking assistance to manage her health concern.

Does Ranjeet still have a responsibility to report to CRNBC?

Yes. Even though Kelsey is on leave, Ranjeet must still report her concerns to CRNBC. The Health Professions Act and Duty to Report practice standard require her to report Kelsey if she has reasonable and probable grounds, based on evidence, that Kelsey’s continued practice might constitute a danger to the public. CRNBC considers evidence of narcotic diversion from the workplace or being impaired at work to constitute a danger to the public.

It’s important that Ranjeet provides information to the College, verifying how Kelsey’s practice was impacted. This helps CRNBC protect the public, as it allows CRNBC to review how Kelsey’s substance use affected patient care and safety, and ensures that Kelsey's health condition and practice will be appropriately monitored following treatment and her return to work—even if she changes employers.

How does Ranjeet make a report to CRNBC?

Complaints need to be written, and must contain enough clear and specific detail to enable CRNBC to evaluate the information and know what specifically to investigate. Read the letter of complaint.

As much as possible, the complaint should outline the evidence available to support the allegations. This may include witness reports, results of health records audits/reviews, examples of specific incidents with dates, times and those involved and other relevant, specific information that supports the allegations in the complaint. It should also detail the steps the employer has taken to limit the risks the nurse’s practice poses to patients.

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