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Employment Process for Resident Physicians



To ensure the good mental and physical health of physicians prior to entering a residency program.



A resident, prior to entering a residency program, must undergo Advocate Illinois Masonic Medical Center's general employee Health Service Physical Examination (HSPE).


  1. Upon being offered a position in a residency program, the physician must be notified in writing that employment will be contingent upon fulfilling all the requirements set forth in the resident's contract including passing the Health Service Physical Examination. Employee Health will inform the resident physician that the physical will include a urine drug screen.
  2. During the Health Service Physical Examination, the physician will be given the opportunity to advise Employee Health whether she/he is currently using any prescription medications. It will be at the discretion of Employee Health to seek a physician's certificate to that effect.
  3. The section of the Resident Physician contract pertaining to the Physical Health Requirement will read:

    The Resident Physician is required to be in good mental and physical health. It is understood by the Resident Physician that this Agreement shall not take effect unless he/she passes Illinois Masonic Medical Center's general Employee Health Service Physical Examination, including a urine drug screen. This examination is intended to show that the Resident Physician's health will not compromise his/her ability to participate in the educational program or the quality or quantity of service. The Resident Physician will also abide by the drug testing policy in effect or adopted for other employees.

  4. If at any time, a resident physician tests positive for a drug that is not being used for legitimate medical purposes, the contract will become null and void. The Director of Medical Education will be responsible for notifying the Vice President for Human Resources, the Program Director, and the resident. The Director of Medical Education will be responsible for notifying any local, state or federal agencies that require notification.
  5. In the event that the resident physician is rejected for employment on the basis of having failed the drug screens he/she may reapply after a 6 month waiting period (from date of notification).

Approved by Education and Research Committee 06/20/01
Revised by Education and Research Committee 03/01/06

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