Date of prep: December 2020
Prescribing information and
adverse events reporting
For healthcare professionals only
The evening continues and the group find themselves in a night club dancing. Everyone is having fun but our pharmacist is now very drunk. She falls over and knocks a table with drinks on it over.
Our pharmacist then passes out in the toilet. She has to be escorted home by some of her team.
Is this acceptable behaviour for a pharmacist?
What are your thoughts on whether or not our pharmacist should be reported to her employer or to the GPhC?
“Views remain the same as before. Raise with the employer and if this has not worked then GPhC.”
“Say something to the employer.”
“Should be reported.”
“It’s a work function so the employer should be made aware. No evidence yet of danger to the public so no need to involve GPHC at this stage.”
“Superintendent for advice and possibly GPhC but not naming her as this may be a blip and an; investigation could send her over the edge.”
“Depends on whether this is normal behaviour for them or not. They may just be going through some personal problem.”
“This behaviour is very concerning. I would talk to her first, then maybe her employer.”
“Still no intervention has taken place and she is not fit to be able to understand what’s going at this stage to be able to rectify her behaviour. So I would not report her till I get a chance to have a chat with her about this.”
“Again, this needs to be discussed with her in person. Also, I’m not sure I agree with this kind of night out where drinking is encouraged.”
“Again, I don’t think this necessarily constitutes reporting her to employer/GPhC, but she is definitely showing warning signs of somebody who might be struggling in either personal/professional life. Depends on the situation/person. Have they drunk so much because they were nervous socialising and it’s been poor judgement? Or are they an established member of the group and they seem to be drinking excessively at odds with everyone else in the group?”
“Employer as there may be issues that need help but not disciplinary.”
“Again has this affected her ability to perform her role in any way?”
“She should be reported to her employer.”
“She needs support. If affecting work then reporting is appropriate.”
“Still no. She obviously has a problem but reporting her for it is just plain wrong. Helping her get help, absolutely.”
“If a common occurrence then yes.”
“reporting should not be the first point of action, if it becomes an issue that affects fitness to practice then the scenario changes and reporting would be appropriate.”
“Her company should be the first port of call.”
“I’d ask her if she wants help to deal with her problem first. If she didn’t recognise she had a problem then I would report her as the public at risk as well as the reputation of the profession.”
“Not unless doesn’t improve after discussion.”
“If it happens more than once.”
“If this is regular behaviour then yes they should be reported.”
“I wouldn’t report it.”
“She should be reported.”
“If a patient saw here the respect for them as a professional would be in question but I don’t think it should be reported as it was in her own time. Maybe an open chat would be good she might need emotional help.”
Pharmacy in Practice is a UK pharmacy publication with its roots in Scotland.