And now I would like to introduce our speaker to get us started with today's presentation. Dr. Paul Early is the Medical Director of the Georgia Professionals Health Program Incorporated, the Physician's Health Program for the state of Georgia. He has been an addiction medicine physician for 38 years and treats all types of addiction disorders. He specializes in the assessment and treatment of healthcare professionals and works with patients in recovery, providing long-term therapy for those who suffer from this disease. Dr. Early speaks about addiction among healthcare professionals and trains therapists in psychotherapy. He has also provided training throughout the United States, as well as in Canada, the United Kingdom, Sweden, Italy, and in Switzerland. Dr. Early is a Distinguished Fellow of the American Society of Addiction Medicine and has served on the board of ASAM for over 20 years in several capacities, including as past president. Dr. Early has been the Medical Director of two nationally acclaimed addiction programs, specializing in the care of healthcare professionals who suffer from addiction illnesses. And Dr. Early is a past president of the Federation of State Physician Health Programs. Thank you so much for being here with us this morning, Dr. Early, and we invite you to go ahead and get us started with today's presentation. Great, Lindsay, thank you, and thank you all for being here today. I'm just going to go ahead and dive right in with the presentation today, so we've got time to answer any questions at the end. All right, I hope I'm going to dive in, there we go. So really, this talk today is going to talk more about additional mental health issues among physicians. Now, part of the reason we speak a lot about the issue of substance use disorder is because it's well understood, the treatment is well delineated, and the outcome is really quite remarkable. But we're also living in an era of many mental health issues among physicians and really all healthcare workers today. I'm listing in general the most common things we see in the physician's health program, including problems with work-life balance, stress and burnout, what we call compassion fatigue, depressive illnesses, post-traumatic stress disorder, substance use disorders, and then finally maladaptive personality characteristics that expand into workplace conflict, psychological distress, and disease. So I'll cover a little bit about all of that as we move forward. It's also important to know that mental health issues are interrelated. Stress, burnout, depression, and substance misuse all tend to interact in a way which they reinforce each of the other items. So an individual that has a modicum of stress is at somewhat higher risk of burnout, is at higher risk of substance misuse, and a higher risk of depression, and so forth. One of the things that are important about these issues are that physicians who develop depression and substance use disorders are often the most highly regarded providers. This is not something that tends to occur at the lower end of the spectrum, but it's often the hard-driven physicians who have the most problems in this area. It's also true that once a healthcare professional's illness is present and ignored, it can produce something that's different than being sick. There's a difference between having an illness and having impairment. They exist on the spectrum, but over time, impairment can and does occur and then place the public at risk. Mental health problems among physicians intensify work conflict, deteriorates morale and risks to patient safety. And for all those reasons, physicians are categorized as safety-sensitive workers. There are other common groups of individuals that are safety-sensitive workers, other healthcare professionals such as PAs, nurses, nurse practitioners, but also other areas that we're familiar with, such as airline pilots, nuclear power plant operators, and those sorts of things. All of those groups are safety-sensitive workers, and those people need to be treated and monitored in a different way than the general public. You know, I'm going to speak a lot today about what happens among physicians as a blueprint for thinking about other professionals, and the reason for this is because there's been really decades of physicians studying physicians to understand a little bit what causes these problems. One of the real founders of our field is George Valen, a Harvard psychiatrist who studied a group of individuals over 40 years to look at the evolution of problems that may occur in this large tranche of individuals working in a healthcare setting. He found that physicians often come from emotionally barren families that train the child to cope by focusing externally, by healing others instead of practicing self-care. This is actually a fairly interesting what a psychoanalyst would call a defense reaction, caring for others instead of caring for yourself. That means that such individuals create strain when the physicians ask him or herself to give more than he or she has been given, a quote from this same individual. Physicians often come from achievement-oriented homes where they learn to place achievement above self-care, and a high physicians of physicians and other healthcare workers actually come from homes with genetic loading for chemical dependency. More about that in a minute. As physicians move through training, training encourages an over-reliance on cognitive intelligence to the detriment of emotional intelligence. Extended schooling actually delays emotional maturity of a physician who's held in this system of college, medical school, residency, fellowship. There's a holding tank that really tends to protect that individual from having to interact with the external world like any other individual might, and that often delays somewhat emotional maturity. And finally, training encourages the development of a false external persona, the physician persona or the healthcare provider or the nurse persona. All those create a way of interacting with the world, but it's not discarded as one leaves the hospital setting. It tends to cause problems as life progresses forward. I wouldn't get through this talk without talking about electronic health records. This is a study from the AMA which shows that desk work and electronic health work occupies today 40 to 50% of a physician's time. And you know, I'm an old guard kind of guy. I remember doing all of the documentation by paperwork, and it was kind of, you know, difficult at the time, but it was nowhere near 50%. It was somewhere more like 15 to 20% depending on one's specialty. And that increase in workload unfortunately has not been accompanied by a decreased commensurate decrease in the amount of patient hours, and thus physicians tend to have a burnout. Typically among our participants, we hear about individuals that work all day long, come home, have dinner, and then log back on to the EHR to finish up their paperwork. What about burnout? I want to say something about burnout. Burnout is actually a very concrete syndrome. It's not just a, it's fallen into the parlance of who we are. Oh, I'm burned out from all this, that, or the other. But burned out has three specific characteristics and are measurable and detectable among each one of us. And so we're talking today not about the expression of, oh, I'm kind of burned out, but rather the true documentable and research validated concept of burnout. You can see here that among emergency medicine physicians, over 50% of them meet the characteristics for having burnout. Now, there are specialties which seem to do better, pediatrics, ophthalmology, psychiatry, and pathology, but still you can see the burnout percentages are way, way high, and this is the work of Tate Shannenfeld et al. So the problem with burnout is it's associated with a hectic schedule, a strong achievement orientation, an inability to say no, the health or pathology of the workplace, and also malpractice fear in social media. This means that the very traits that define a good physician also places her or him at a greater risk for burnout, including a commitment to patients, attention to detail, and recognizing the responsibility associated with patient's trust. We also know that certain factors are associated with burnout. We saw in a previous slide the choice of the subspecialty can create a different odds ratio or the probability of having burnout, and actually being older decreases the probability of burnout as well as greater than 50% of one's time spent in nonpatient care. You see some other things in the middle that also tend to increase or decrease the probability of having burnout. So that's this kind of the spectrum, kind of a very quick swath of what's going on in the world of healthcare today in terms of stress, burnout, and other illnesses. Let's focus a bit more now on physicians and addiction. First of all, the meta-analysis shows that among all people that 50% of the driver for developing addiction comes from one's genes. This is a highly gene-dependent illness. There are people that appear to have developed addiction with zero family history. That happens all the time. So it's a little bit murky. But when you look at large populations, if one's parents or one's siblings have alcohol or some other drug use disorders, then that is a huge driver, and it appears to be genetically driven as done by really complicated mathematics. The second thing that can produce a concern about addiction is exposure to highly addictive substances. And in the case of physicians, a comfort about those substances creates a low threshold for experimentation, which causes the problem we see in many specialties in addiction among physicians today. So let's go on and talk a little bit about the care. What happens when someone, again, we're focusing right now on substance use disorder. We'll talk a little more about other conditions in a minute, but especially dealing with physicians who have substance use disorder. Why is the care for physicians different, and what is the outcome of all that? Well, first of all, we found over decades of work is that physicians don't do well in general treatment settings, but they actually do very well in specialized physician treatment settings. These are facilities that have a high percentage of physicians who are patients within their treatment setting, and they have staff that have been trained to deal with the personality issues and the workplace issues and the lifestyle issues associated with being a physician. So treatment is always best if physicians are in treatment with their peer. And unfortunately, surprisingly enough, physicians, despite their education, have real difficulty accepting their problems. And this is often accompanied by shame, almost feeling badly because they're sick, which seems to be an inbred problem among healthcare providers and especially physicians. So if the other issues that occur during treatment are healthcare professionals frequently obtain drugs if they're misusing them in work-related situations, that drug dispersion increases secrecy and shame. It means that work-related triggers have to be discussed and drug refusal skills practiced while you're in a safe treatment setting, and it means that work reentry has to be planned and staged. All of this means, again, this refocusing on this concept that I have, is that healthcare professional-only groups are needed during the treatment process. Another group of people that I've had the pleasure of working with are actually airline pilots who develop substance use disorder, and you can imagine an airline pilot talking about how hungover they were and barely being able to fly the plane. If they were doing that in a group setting, no one in the group would have been able to focus on helping that individual because they'd be thinking about flying under an unsafe situation. So in a similar fashion, physicians have to have physician- or healthcare-only groups where they can talk about their issues. The other thing that happens during care for substance use disorders is care for common what we call comorbid or co-occurring conditions, and the most common is this issue of burnout and compassion fatigue. That occurs in a large percentage of our people that come in with substance use disorders into the Georgia PHP and subsequent treatment. Also very common among physicians are unipolar depression and less common but certainly problematic bipolar depression among physicians. Other concerns are partner and family conflict that occur in the home, sometimes related to substance use disorder, sometimes independent. Many of our physicians have had adverse childhood and adult experience that create post-traumatic stress disorder, and that needs to be addressed. Secondly, occasionally we see sexual, well, we often see sexual kind of related issues but sexual compulsivity being much more rare, but those need to be addressed. And finally, not surprisingly, problems with work-life balance. So having a system that cares for all these conditions simultaneously leads to the best outcome. Now, how is this done? Well, basically this is a timeline of both the care system and the monitoring system. And we'll talk about this in a minute, but let me be clear about one thing. What the Georgia PHP does, what my job is now, I spent most of my career in the treatment side of things, about 30 years, and in the last, well, I guess about 28 years. And then in the last 12 years or so, I have focused on being in the monitoring side. Basically a physician's health program does not provide care, they do, as you'll find out, but they provide intake services, referral into initial dosing of treatment, and then long-term disease monitoring. That means that many of our people go to some type of initial treatment process that is often done in a residential setting, rarely in an outpatient setting. And with healthcare professionals, because they're safety-sensitive workers, they have to stop working during that initial dose of treatment so they can focus on that and so there are no concerns about workplace safety. That initial dose of treatment can be anywhere from usually six to nine to 12 weeks, sometime in that kind of frame. After that initial dose of treatment and for ongoing for the first five years, that's when the Georgia PHP gets involved and we do long-term substance screening. The nice thing about substance use disorders as a mental health condition is we have definitive tools which can detect the status of the illness and so we wind up doing substance screening as a way of ensuring that that physician is in remission from their substance use disorder or if one has a brief lapse, as occasionally occurs with our individuals, they get re-evaluated and any tweaking of their monitoring process occurs. All of our physicians and PAs that are in our program attend some type of mutual help meeting that's most commonly Alcoholics Anonymous or Narcotics Anonymous or one of those types of illnesses, one of those types, but there's some other types of support networks that some of our participants engage in. All of our individuals meet weekly. I have the pleasure of meeting with a group of people from the Atlanta area weekly and we talk about how life is going and in a way of tweaking this process of self-care we call recovery. For the first two years of post-treatment time, our participants engage in a group therapy with their peers and this is often cited as the most helpful thing in terms of their long-term monitoring. Some of our peoples are sent to a family therapy and some have individual therapy on an as-needed basis. So, this vast long-term disease monitoring leads to remarkable outcomes. We'll talk about that in a minute. Okay, so we've talked about treatment, that brief initial dose of treatment, we've talked about long-term disease monitoring. Let's spend a minute talking about the Georgia PHP, which is what I do. So, the Georgia PHP is a, what we do is promote early detection. We get people into evaluation for any kind of disease state that we're concerned about and then compliance monitoring for these, any conditions that are potentially impairing and that could be bipolar disease, depression, it can be substance use disorders. We currently work with the Georgia Medical Board and the Georgia Veterinary Board. Those are our two groups. So, that means we care for physicians, physician assistants, actually respiratory therapists because they happen to be licensed by the Georgia Medical Board, and veterinary professionals. We provide support services for various other conditions such as stress, burnout, anxiety, as well as substance use disorder. And the whole structure of our system says we're interested in providing healthy care for individuals so we can have the safest healthcare system in Georgia. This is briefly our staff. We're a lean and mean organization. You see, we only have six staff and some of them aren't even part-time, aren't even full-time. I'm only a part-time individual here. We also work with a group of, group facilitators across the state, and you see their names down below. Those are the people that run our support, our group therapies for, in the first two years of remission. The Georgia PHP provides what's called a safe harbor. A safe harbor is basically in concert with the Georgia Medical Board, and the Georgia Medical Board has been working with us for our entire 12 years. And once a physician or a PA or a veterinarian enters our system, they actually don't need to report to the medical board at all, as long as they remain compliant with our care and we believe the public is safe. Rarely, and very rarely, once maybe one person per year in our system is sent to the medical board because they have difficulties with being compliant with our care and monitoring system or they choose to not be part of our system. Sometimes it's zero. Occasionally it's two. During our 12-year history, I think we've had one or two years where it's two, but very few people are involved with the medical board. That means what we have is a safe harbor. They can come to us where we can have proper clinical evaluation and care to keep the public safe, but simultaneously they don't have to deal with the difficulties of a licensing board. And that has built over the years where the medical board, I think, is very happy with what we're doing, and we like to think that everyone in the Georgia Hospital Association is happy with what we're doing, and if we're not, we want to hear about it. There's some questions on the medical board. Relicense your application. And as you see here, this is the question as of February 2, 2023. That's the question at the top. But if you're enrolled in Georgia PHP, you can select no to this box. And that is on the reapplication process. And our medical board believes this is really a step in the right direction also to address clinician burnout and mental health care. And Matthew Norman, at that time the Georgia Composite Medical Board Chair, has this quote, as you see here. So what else do we do in the Georgia PHP? Well, we educate the medical community. What we're doing here today is part of our charter as well. We educate professional organizations, wellness committees. We're on speed dial from all the medical schools in the state. And we have a good relationship with all the medical schools, with most of the residency programs. And so they know that they can call us if they have questions. We maintain a hotline with initial crisis management that's available 24-7. We coordinate with hospital wellness committees, medical staff services, and credentialing bodies about our participants, their health and the fitness for duty. One of the things we do is send letters of advocacy regarding compliance with our monitoring protocol. And we really deal with wellness concerns across the state. So why is all this here? I'm going to go back in history for a second and tell you a little bit about why we are in this situation. Many, many years ago, when I started in this field, if you were ill as a physician, you had to deal directly with the licensing board. Now, that ill physician is obviously interested in license protection, confidentiality, and effective treatment. But the licensing board, their charter mandate is really more organized around public safety and not so much about confidentiality. So there's immediately a conflict of interest, if you will. Then when you add to that soup, the hospital systems, they're concerned about hospital liability, patient safety, and staff wellness in general. And then the treatment providers across the state who are interested in confidentiality and making sure they provide effective treatment. So that meant that if a physician was ill before the advent of physician health programs, basically everybody talked to everybody. The poor physician had no access to confidential care. Basically, the licensing board knew about them. Everyone in the hospital system knew about them. And everyone was talking to everyone about this problem. So it was a poorly coordinated mess. Twelve years ago, when the PHP started, we interdigitated ourselves in between the ill physician and the licensing board. Now, we like to call ourselves somewhat wall-eyed. We have one eye on effective treatment and confidentiality and another eye on public safety. And our job is to manage that delicate balance, to walk that tightrope between making sure a physician has anonymous and care that's effective, and yet at the same time, ensuring the public is safe. And so our charter always has to balance those types of things. And what we do is we are the interface between hospital systems about the issues of any given ill physician. The treatment programs talk to us. And when someone returns to work, we interdigitate with all our great hospitals in the Georgia Hospital Association, making sure that that individual is safe to return to practice. So there are some correlates that are important to consider in terms of the care and the long-term monitoring of physicians. Physicians who abuse illegal drugs actually, as you know, commit drug-related crimes. And it does occur. It's more rare than in the general public, obviously. But there are physicians who misuse illegal drugs. And so we have to figure out how to manage, on occasion, the legal system as well. Physicians who abuse prescription medicines also commit illegal acts, but this is unfortunate, but is normative. In other words, a physician who misuses opioid drugs, although that is worrisome and problematic, it is normative among physicians. And these types of things, of diverting medications, do occur. And any type, if I can leave you with one thing for sure, so to speak, if there is diversion of medications from a hospital system, there is substance use disorder within that situation. Even in this era of PICSIS systems and really much better guardrails around substance misuse, we see this occurring yet to this day. All right. So I've talked about the illness in general. I've talked about characteristics of the treatment. I've talked about the Georgia PHP and what we do. I'm just going to give you a few minutes about data. We're going to talk about what we do in the physician health programs. We take a look at data in terms of what we do in the program, the physician's health program, and we want to share this with you today. First of all, regarding our participants, and this is as of March of 2024, and this is our current composition of professions. And you can see here that physicians, meaning MDs, DOs, and residents occupy 97% of our population in the physician's health program. We also have, as you can see, PAs, which are 9% of our group, because again, they're licensed by the medical board. We also care for medical students, and we are really proud of our relationship with the medical schools and have a great track record of catching medical students early on, hopefully in their disease process, and ensuring remission. And then we have respiratory care and respiratory care professionals and veterinarians in this diagram as well. So what about specialty? This is not surprising, but you can see the proportion of our participants that are in each of these medical specialties. At the top end is internal medicine and family care medicine, and that's obviously because that's the largest tranche of, largest percentage of physicians in any state. You also, by the way, see two specialties after that that are anesthesiology and emergency medicine. And well-designed research studies has shown that these two specialties tend to be somewhat over-represented in physician health programs. One then extrapolates that there is a higher probability that people who enter these two medical specialties are what are called over-represented. So if we know that 3% of physicians are anesthesiologists, and they are strikingly over-represented in terms of being in physician health programs. Now, this is not, I don't think this is complicated. Most likely, this is related to ready access to highly addictive substances. So what about, what do we do in terms of substance screening? Just to give you an idea about what we do, between our inception in 2012 and 2024, we ordered over 30,000 urine drug screens from a group of 64 different types of panels. Physician health programs are really expert in toxicology. And I want to say something about that in hospitals. If you are in a hospital system, and you are, have a concern about a physician, and you want to drug screen them, call us first. Because toxicology has become a very specialized, very diverse field of drug screening, the drug screening process. And so, especially with physicians who we tend to be fairly good about selecting drugs which are hard to detect, you want to know what you're doing. You can't just call the lab and say, quote, do a drug screen, unquote. That's almost not worth doing anything. Talk to us about the types of panels, and preferably, frankly, getting us involved with selecting the panels for you based on the history and the concerns you have. We also explore lots of different, what we call matrices in the toxicology world. That includes urine, blood, hair, and nails. We can do drug screening on each of those things. And each of those types of screens have specificities for different types of drugs and detection windows which vary. For those 30,000 screens over 12 years, we've had 177 screens that are positive. That's a very, very high number. And so, we've had 177 screens that are positive. That's a very small percentage of positive. Our positive screen rate was less than 1%, as you see at the bottom, 0.6%. Now, what happens is when a physician has a relapse or a brief lapse in their remission, we often wind up getting several screens in a row that are positive so we can nail down exactly what's going on with that individual. So, that doesn't mean that 0.6%, even 0.6% of our people have relapses. You don't want to correlate the numbers necessarily with that percentage. So, what happens when we have a positive screen? The first thing we do with a positive screen is we talk to the individual and say, you need to stop working. And we don't say for sure that we know that a lapse of remission has occurred. But again, we're working on an abundance of caution, asking that individual to leave the workplace. We then triage them as to the risk of self-harm, and often those individuals go for an evaluation. Following a recovery lapse, we work with the participant's care team to develop a treatment plan. And it is very uncommon, but it does occur that someone in that five years has one or even sometimes even two brief relapses. We catch them very early. We figure out what needs to be done, and we re-instill a remission process, often without extensive treatment, just with changes in protocols, changes in therapy oftentimes, changes in how we monitor that individual. And then when they're stable, we allow them to return to work. Well, I'm zooming through this today, but I'm going to finish up with something about our patient satisfaction. So, oops, it says WellSTAR Health System. This slide was, I stole from a different slide deck. My apologies to those of you that aren't WellSTAR. This is the same for everyone. But anyway, we're going to talk about our exit survey results over our time. Now, it's important to know these exit surveys are anonymous. When people leave our system, we give them the link, and we ask them to rate us. And that link does not track who those people are, and we stress that we don't know who they are, and we really don't. So, we have this idea about how we do as a program. And you see on these five scales here that we're administratively adept, that we have clinical competence, that we're responsive, that we talk with courtesy, and we talk with professionalism. And we can see we're doing pretty well. 4.5 out of 5, not bad. Not bad, especially not bad for a very, sometimes very critical population that we care for. This single question, were you treated with courtesy and respect? We have almost a 97% yes. Then we asked what changes have occurred. And this is the percentages. And that goes all the way from I have better work-life balance, and my overall health has improved, and I'm more satisfied with my work, which is a very interesting improvement, down to one that doesn't occur as often, which is my charting has improved. I guess there's no surprise in that. But you get the point that you can see that people rate these things as improving and changes over the five-year period where they're with us. Remember, we meet with these folks at least once a week and twice a week for the first two years. And so, we have an enormous amount of contact time with them that's done through group therapy or these larger groups that we call conduces. But we also, they have contact with a caseworker who they get to know pretty well over that five-year period. So, they have lots of contact with us. How about how likely is it that you refer a colleague to Georgia PHP? And we see that 80% of our people on our exit survey said definitely, or would refer, would definitely refer. And then a smaller portion said would go to, would likely, would consider referring. So, you see this is a scale of whether they think our services were worthwhile for them and would be translatable to others. And this is a survey that we're very proud of, is that 50% of our people, over 50%, 55%, said that this was extremely useful. And 22% of our participants say that what was provided through this treatment that they initially obtained and the Georgia PHP monitoring was lifesaving. So, we're very proud of those results. Lastly, I'm going to spend two minutes talking about our parent organization. It's important for you to know that the Georgia PHP is part of a larger consortium. The 48 states in the United States, not every state has a PHP, each of the states that has a PHP works in something called the federation. And we've been active in the federation. I've been president of the organization as well. The federation is a, works to improve through quality improvement structures, what we do over a period of time. There are several publications of note, if you want more information. The two that we can recommend are, there's a, in the, I'll go with the second bullet point, the chapter on physician addiction. The American Society of Addiction has routinely had a chapter in its textbook of addiction medicine about physician health and safety sensitive workers. And that is, those have been out for several years and it's actually coming out with a new edition in the next couple of weeks of that textbook. In addition, there are some criteria that, about how safety sensitive occupations need to be treated for addiction in a different type of way. And that's called the safety sensitive occupations, not just physicians. It includes things like police officers, fire officers, firemen, people in physicians, healthcare nurses, healthcare, in healthcare workers, such as nurses and PAs and other organizations, such as the transportation industry and primarily the airline industry. And all those are safety sensitive occupations. There's a chapter there. In addition, there's research that you see there. And finally, you can see we're developing quality metrics. We're working on evaluating our systems to ensure that everyone is doing the best job we possibly can. Oh, and I want to leave with one other last thing, which you might be hearing about. Recently, the House and Senate passed House Bill 455, which is, establishes a system to adjust career fatigue and wellness in healthcare professionals to ensure that they're not obligated to report the licensing board except in certain circumstances. This House Bill is not connected to the Physician's Health Program. We're not particularly happy about that, but that's the way it evolved. What it is, is a wellness system, which is going, is evolved separately. And these, there'll be some new players that are coming down the pike. The Medical Association of Georgia is heavily involved in this. Where there will be a well-being system that offers arrays of mental health, wellness, coaching, and other services, really focused on stress and burnout. We are concerned about the issue of equivalence. What we do is definitive. We ensure the public is safe. We also work with medical, with hospital systems to ensure that they know the status in a confidential fashion of their employees who are physicians or PAs, or their medical staff in non-employed situations. So, these organizations do not have that type of obligation. So, we are concerned that, about how this is going to evolve. We want to let you know about it, so you can keep an eye on it and keep in contact with us to ensure that physicians are getting the care for stress and burnout, but that it doesn't wind up being a way of, of sidestepping really deeply needed care. So, here's how to reach us. And I think that's all I'm going to talk about. So, I'm going to stop sharing my screen. You can leave that up, Dr. Early, if you'd like. No problem. You're good. No problem at all. No problem at all. I think I might have closed it. No problem. I was just going to leave it up there for a second, so our attendees could see your content information there and possibly copy that down if they'd like. But we can also make sure that everyone has that if they, if they would like. Thank you so much for your time and information that you shared with us today. We greatly appreciate, greatly appreciate that. I don't see any pending questions at this time. So, if you are sitting on a question, you'd like to go ahead and type that in, please type that into the Q&A option found there at the bottom of your Zoom window. Or if you don't see that option, you can, of course, type your questions into the chat as well. And then while you may be doing that, let me just remind you all that we will have an email that will go out to you tomorrow morning. But just note that it actually comes from educationnoreplyatzoom.us. And so, because it does come from that Zoom email address, those emails do seem to often get caught up in your spam or your quarantine folders. So, if you don't see that in your inbox in the morning, I would encourage you to check those other folders. And then if it's still not there and you'd like to go back and access the recording, you can always use the same Zoom link that you used to join us for today's live presentation to also go back and access that recording. And then just remember that the recording is available for 60 days. And then one final note on that, we do have an additional security measure in place of manually approving each of those recording access requests. So, you'll need to click on that Zoom link, type in your information. That will prompt an email to come to us for approval. And then you will receive a follow-up email from Zoom that lets you know that that request has been approved. And that will give you the final link to access the recording. Perfect. Thank you so much for sharing that information there, Dr. Early. I know that I'm sure you'd be happy to answer any follow-up questions from our attendees as well. Absolutely. Perfect. Again, thank you so much for being here with us today. And if we can be of any further assistance, please don't hesitate to reach out to us at education at gha.org. And again, you see Dr. Early's contact information here on the screen. If we can help connect you with him, we're happy to do that as well. And thank you all for being here with us today. And again, thank you, Dr. Early. We hope you all have a wonderful afternoon. Thank you so much. Thank you. Bye-bye.

Dr. Paul Early

addiction medicine physician

Georgia Medical Professionals Health Program

mental health issues

substance use disorders

patient safety

work performance

healthcare professionals