Final answer:
The nurse manager should consult with the human resources department about the suspected chemical dependency to handle the situation with sensitivity, confidentiality, and adherence to the appropriate protocol while prioritizing patient safety.
Step-by-step explanation:
The nurse manager's best approach to an employee suspected of chemical dependency would be to consult with the human resources department about the issue and any necessary actions. This approach is discreet and ensures that the situation is handled according to the organization's policies and applicable laws. Confronting the nurse in a private meeting without proper evidence or preparation could lead to legal complications, and scheduling a staff conference without the nurse present could breach confidentiality and create a hostile work environment. It is also not appropriate to counsel the employee to resign to avoid investigation, as this could be seen as interference and may have legal ramifications.
In cases of suspected chemical dependency, it is essential to address the matter with sensitivity and confidentiality while ensuring patient safety. Consulting human resources ensures that the nurse manager is informed about the appropriate protocol, which may include steps for an intervention, support for rehabilitation, and actions to be followed for evidence gathering and formal investigation.
In reference to the given clinical focus example, it highlights the serious consequences that can occur when a healthcare worker's chemical dependency is not appropriately managed, risking patient safety and resulting in legal consequences for the individual and potentially the organization as well.