Know Your Regulator: The Podcast that Inspires You to Engage

Texas Peer Assistance Program for Nurses (TPAPN) Explained: Support, Recovery & Your Nursing License

• Team Bertolino • Season 1 • Episode 61

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Burnout, moral distress, and shifting post‑pandemic realities have changed what it means to practice nursing in Texas. We take a clear, compassionate look at the Texas Peer Assistance Program for Nurses (TPAPN) with Program Director Brittney Majefski, exploring how confidential, evidence‑based monitoring helps nurses recover, return to safe practice, and keep their careers on track—without defaulting to punishment.

Brittney breaks down exactly who TPAPN serves and why it’s more than a substance use program, with dedicated tracks for mental health. We unpack how referrals work—self‑referral, employer or peer referral, and board routes—what stays confidential, and when the Board of Nursing becomes involved. You’ll hear how individualized plans begin with baseline assessments, then blend toxicology testing, therapy or treatment, medication management, and employer collaboration to create a practical, person‑centered path forward. We also dig into supportive worksite restrictions, why “a monitored nurse is a safe nurse,” and how TPAPN’s earned advocacy model lifts restrictions as stability returns.

A highlight of this conversation is peer support: trained nurse volunteers who provide trust, empathy, and lived experience rather than surveillance. We confront the stigma that too often blocks recovery and retention, and we offer actionable guidance for leaders who want to support staff without compromising patient safety. Not sure TPAPN is right for you? We share alternatives like EAPs, hospital wellness programs, NAMI, SAMHSA, and state resources for early help before practice is impacted.

If you’re a nurse weighing a self‑referral, an employer navigating a return‑to‑work plan, or a colleague trying to be that safe person, this deep dive offers clarity, courage, and next steps. Subscribe, share with a nurse who needs it, and leave a review to help more clinicians find recovery, support, and safe patient care.

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Visit the resources mentioned in this episode! - 

TPAPN (Texas Peer Assistance Program for Nurses): 
https://www.texasnurses.org/mpage/TPAPN

Mental Health Mixtape Podcast:
https://open.spotify.com/episode/7hGQvyGKdgjBYHeCMGGNBY?si=6f7e9d4ef65a4f37&nd=1&dlsi=d3d06ee1168c4dbb

NAMI (National Alliance on Mental Illness):
https://www.nami.org/

SAMHSA (Substance Abuse and Mental Health Services Administration):
https://www.samhsa.gov/

HHS (Health and Human Services): 
https://www.hhs.texas.gov/services/mental-health-substance-use

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Get more information, details and resources on Know Your Regulator - https://www.belolaw.com/know-your-regulator




SPEAKER_01:

If your nurse, chances are that you have had a really tough time over the past few years. The post-COVID healthcare industry is almost entirely different from what it was before. And with that comes the need for immense support within the healthcare field. But where can nurses especially find this type of support? I'm Simone Murfrey and this is Know Your Regulator. Today we're going to put the spotlight on a program that can provide exactly that support for you. It's called the Texas Peer Assistance Program for Nurses, or TPapin, and it's specifically designed to assist nurses in Texas with the heavy challenges that they're facing today. I'm joined by program director Britney Majjewski, who's going to pull back that curtain and walk us through what the program is, how it functions, and maybe put some common misconceptions to rest. Brittany, thank you so much for joining me.

SPEAKER_00:

Yeah, thank you so much for having me, Simone. Happy to be here. Absolutely.

SPEAKER_01:

I'm happy to have you here. So let's kick this off. Can you tell us a little bit about the program and what is really the goal for nurses who enter into this program?

SPEAKER_00:

Yeah, so you know, T Papin's entire purpose is to help nurses through monitoring go through, you know, safe recovery so that overall they they get to stay in the profession and continue to practice nursing safely. And so that's really our our biggest goal is to ensure that we're also, you know, person-centered and offering that individualization to that recovery. Um and the monitoring part of it is um considered, we are considered the alternative to discipline program for the state of Texas. And so we're a referral-based program. And if the nurses that enter into the program, we set them up with a you know person-centered, individualized therapeutic program so that as they go throughout their recovery, they can also have the evidence, the support, and the accountability that they need to effectively continue in the nursing profession.

SPEAKER_01:

Yeah, no, and that sounds so important. It sounds like there's a little bit of rehabilitation in there, you know, and like you said, that alternative to discipline. You're not just writing off a license holder in potentially just a really rough patch in their life. And it sounds like it's really focused on maintaining safety all around, right? Safety for the nurses, safety for their patients, um, but ultimately with that goal of keeping them in the profession. That's awesome. Absolutely. Let's talk about how does a nurse end up in like referred. I know you said that there were referrals, but how do they get referred or how would a nurse, you know, find themselves entered into this program?

SPEAKER_00:

Yeah, so there's a few different ways in which um a nurse can be referred to our program. And typically we see uh the referrals and the rationale behind why you would enter into a peer assistance or alternative discipline program, it would be related to you know potential impairment or concern with a substance use disorder or other mental health condition. Actually, one of the things that is a is a common misnomer people you know kind of get wrong about TPAP, and because we have been around since 1987, is that we only serve nurses that have a substance use disorder. We have a variety of different track placements that also include mental health. But to get back to your question, Simone, about referrals, how do you get engaged? What does that look like? So the referral is is you can go onto our website. Uh, we are a voluntary program, and so you would fill out that referral, and essentially anyone can fill that referral uh form out. Yeah, we we highly encourage um self-referrals because one of the best indicators of good outcomes is that early intervention. So, you know, when we're talking about recovery from substance use or other mental health conditions, trying to, you know, get in that education and an early intervention and inform nurses that there is a source and you can refer yourself to the program is is what we really like to see. It shows that you know that nurse is really ready, there's accountability there within themselves, but also there's we have a bit more autonomy when a nurse self-refers, it is a confidential program. And what I mean by that is when somebody is referred to the program, the referral source themselves, that information is kept confidential. If it is not a self-referral, we are not allowed legally to identify that referral source to the individual that's referred. So referrals come in a variety of fashion. Like I said, essentially anyone can refer. Um, you know, but the self-referral is something that we do encourage early and often. And that way we can work with that nurse and and potentially not even have to engage with the board of nursing if a nurse self-refers to the program they they go through, they're adherent to their monitoring agreement. We have no obligation to uh refer them or or contact the board of nursing in that way.

SPEAKER_01:

I'm sure that's huge for tons of nurses to know, you know, is that and that's what they're trying to avoid is that um, you know, issues with the board of nursing.

SPEAKER_00:

Right, right. And and we do have a very collaborative relationship with the Board of Nursing, of course. Um we are contracted with them, but what that means is typically any other form of referral that is not a referral directly from the Board of Nursing is called a third-party referral. So that means a peer, a you know, employer, someone, you know, uh that a patient, those kinds of referrals that we get. We do have an obligation to to request from the board that we are allowed to continue to monitor that nurse or offer them a participation in our program. And it's really, you know, as a nurse of of going on, I'm trying to think like 13, yes, go ahead, 13, almost 14 years. Uh, it was really when I started this work to see the support actually that from the Board of Nursing, specifically for nurses that are struggling with substance use or mental health condition, uh, giving them the opportunity to enter into our program was really, really um great to see.

SPEAKER_01:

Yeah, support can be so valuable to license holders, and it's good for them to hear that um that they're on their side because typically we see on the defense side a lot of you know people feeling like the board is out to get them or they feel very targeted. Um, you know, they feel like the board is very um biased in some cases, and so I think that's really good for nurses to hear that this is a a collaborative um collaborative program focused on making you, the nurse, the the best, um most successful nurse that you can be. Absolutely, yeah. It sounds like there's a lot of different ways that you can be referred to T Papen, and really interesting that you guys don't you you aren't allowed to disclose who the um, for lack of a better word, complainant or reporter is.

SPEAKER_00:

Yeah. So, and that is um always something that's that's interesting. And it can be that can be a challenge, you know, for someone who feels they were referred and they want to know, you know, what's going on. You can tell them the information around that referral. But yes, that um referral source is kept confidential. When I'm talking to employers or other nurses kind of about this work, I still am a huge advocate though, if at all possible, having that conversation if you're concerned, whether it's about yourself or another nurse that you work with, somebody that you employ, it's always best to try to have that conversation with that nurse and let them know that, hey, you know, because of this, you know, we're concerned about impairment or there has been impairment, you know, there is legitimate um, you know, evidence of such, we're going to go ahead and refer you. And so that it's not a surprise to them. And so that there's it does decrease some of that fear around, you know, a time in their life that might be very stressful. And because um the other kinds of referrals that I didn't necessarily mention are we do get direct referrals from the board of nursing, um, offering nurses an opportunity that may have been reported to the board first versus referred to us. Um, and then the the last kind would be an actual board order. So that's typically, you know, the board has gone through, like you said, the the investigation process, and um, for one reason or another, they've they've gone ahead and put those nurses on board orders to complete the program.

SPEAKER_01:

Yeah, and that's where you guys would definitely be collaborating together and kind of working and and monitoring the nurse. Yeah, that makes sense. Are there any instances in which someone is referred to the program and it's determined that they don't need um, you know, to to complete the program or that they don't have any sort of um issue that would issue going on that would prevent them from being able to um nurse competently?

SPEAKER_00:

Yeah, so uh, you know, because we are a voluntary program, um, as a rule, we do not investigate referrals. And so that's something that is often you know misunderstood too. If if we get a referral and they are, you know, essentially eligible for the program, um, and there's a few things that I can discuss that would would require you know, board of nursing intervention and and where a nurse would not be eligible without further um communication with the board. But typically, if if we receive that referral, that nurse is going to be offered an opportunity for TPAPI. There are times, like to be real, of course, there are times, unfortunately, where we hear from nursing that this referral, you know, is either not true, is done out of, you know, unfortunately, retaliation, um, and and those kinds of incidents. And so it really is, and that's where we have that conversation, say, hey, at this level, especially if it's something like a third-party referral, um, uh, that's coming from, you know, let's say a spouse or an ex-spouse that, you know, that the nurse feels like this was done.

SPEAKER_01:

Yeah, you know, like you said, maliciously or yeah.

SPEAKER_00:

Um, you know, we we let that nurse know, you know, hey, this is this is absolutely voluntary at this point. If that's the case, then you you do not have to follow through with you know participating in the program. Um and so at that point, you know, they can elect to, you know, just say, hey, we're not gonna participate. One of the things to know is um by Texas law, we do have an obligation for all third-party referrals. We do have to close those and send those to the board. But I always suggest if that's if that happens, because that's right, that's anxiety provoking. Yeah, I would love to say that that never happens or uh, you know, a nurse that doesn't meet doesn't meet the criteria. But um, I always say it's best, hey, contact the board and just let them know. Um, hey, this is coming your way, and there's there's there's no this is the there's no legitimacy. There's no legitimacy, yeah, to to this referral. Um and that's that's kind of that's that's what happens. But yeah, I think one of the things that's really important for people to know is that we don't at TPAP and we have a responsibility in our contract, we have to offer it to any nurse, and so we um let them know that it is voluntary, but it can be scary when you get that letter. Uh I mean, absolutely that that's terrifying because there is so much um you know nuance, right? And that's why we're here trying to explain kind of how that works. So if if there's a letter, please call us and and please know that everyone I have such an amazing team that I get to work with, and uh, all of our case managers are really here because they have this passion and this desire to help um nurses. So that's great.

SPEAKER_01:

I think a lot of people feel like the board or even you know, um, assistance programs like this will bite them, or they're scared to reveal certain things because they feel like people are taking notes and they're gonna like put two and two together, put this in your file, or something like that. So it's great to know that. Um, I know that was one of the first things that you said to me was that you were like the team here is so amazing that you know they're so passionate about what they do. So that's that's fantastic. So let's talk about participation in the program because I know that there's probably a lot of things that happen. There's a long um maybe road, so to speak, to um to kind of completing this program and getting back to nursing without monitoring. So once someone is accepted into the program, what does that kind of day-to-day look like? And I'm sure that each case is kind of different, but generally for nurses, what's expected of them when they participate in the program?

SPEAKER_00:

Yeah, that's such a great question because you you're right. And as as we have evolved, just like with healthcare, right, since being in 1987, the program itself has evolved immensely. It it did used to be much more of kind of like this cookie-cutter idea of you get in a monitoring program, you're gonna be there for five years, and this is what you're gonna do, right? But we have uh worked really hard to evolve it and and individualize it. But for the most part, um, when you come into the program, the first thing you're gonna have to do is usually if if there is a concern as as it relates to substance use or any sort of impairment, we're gonna get baseline, uh a baseline toxicology test. So that's a very normal thing. It's nothing to be scared of, but just kind of that baseline, just like we do in other healthcare. We want to see where the baseline is. Are you coming in? Are you in good recovery? Is somebody maybe not in recovery yet? And so it gives us an idea of where where we're starting so that we can put together a really you know well-developed individualized monitoring plan for them. The next step is everyone that enters into the program will have a psychological evaluation. And through that and evidence-based assessments and testing, that's how we build that individualized monitoring plan. Um, they can choose the uh we have a list of evaluators that are familiar with the work that we do as it relates to nursing practice and all of that. And so they can choose who they go to for that. Um then, yeah, through through that, um, you know, the goal is to balance that support with accountability. So typical things that you may see in any given placement would be, you know, toxicology testing if it if it's warranted, if it's around substance use disorder, some sort of requirement for treatment, whether that be inpatient treatment, outpatient therapy, medication management, those kinds of things that are going to help support the overall recovery goals of that individual. And there are typically some form, we work very collaboratively with employers because there may be some work site restrictions. So, and we may request some supportive oversight. So when that nurse goes back to work, you know, our goal is to get them back to work and collaborate more with employers and let employers know our nurses are incredible. And monitoring a monitored nurse is a safe nurse. We have so many safeguards because when they're in monitoring, we're there's so much, you know, um, from a uh kind of that holistic viewpoint of recovery that they're they're doing to help ensure, you know, not just their nursing practice, but their own well-being. And so those kinds of restrictions could look like um, and I like to call them supportive, supportive um programming and where we may limit the amount of hours, so decrease the amount of overtime. You know, depending on where they're working, there may be some limitations as to certain areas that, you know, maybe the first six months to a year in monitoring, they they don't work. Um we do have, you know, um like narcotic type restrictions if there was a diversion concern or other substance use concerns, but all of this kind of works together. And and one of the things that the program has worked really hard over the last few years to put in place is uh essentially called an earned advocacy program. So as they go throughout the program, it varies from one year to five years depending on you know what the nurse is here for and what their needs are. Some of those restrictions or things that we put in place for safety will will be peeled back because that nurse has has earned that advocacy and shown, um, whether it's they're showing the board of nursing or themselves that, hey, I'm in good recovery, I'm I'm doing a great job, and and we honor that and celebrate that with them.

SPEAKER_01:

That's awesome because I'm sure that it can sometimes feel like just a lot of stress, just kind of like a big mountain that you're climbing. And to get to the top seems kind of far. So that's great that you guys have some extra added hype, I guess, around the recovery aspect of it and just kind of reaching um new heights within your career, you know.

SPEAKER_00:

Yeah. I I and I would be remiss, Simone, if I didn't talk about, you know, the reason we're called peer support is because one of the most positive impacts on outcomes that we offer are our nurse volunteers. So we really celebrate the idea of nurses helping nurses. And through that, we have peer support partners. And so that's another thing that oftentimes our participants will get the opportunity to have that peer support partner. And that is someone that is in the nursing profession that understands the stressors and things that, you know, the risk factors that may have led to a nurse, you know, having either substance use or mental health concern or any sort of impairment. And those peer support partners, it is a trust-based relationship. We give them information and education on, you know, substance use and person-centered care, motivational interviewing. But other than that, it it is not something like our case managers are asking for a report back from that peer support partner. You know, the goal is just they're there as a support for the nurse in the program.

SPEAKER_01:

It really sounds like there can be a lot kind of happening at one time when you're entered into the program, but that you guys offer a lot of support and a lot of resources and opportunities for nurses to have help. Would you say that there are a lot of common misconceptions in the program?

SPEAKER_00:

Yes. There are often, yes, a lot of common misconceptions. And also because the program has been around for so long, there's a lot of misinformation out there around kind of the way in which it's structured, just because it has continued to evolve. Yeah.

SPEAKER_01:

Yeah. Where are you guys seeing that nurses are having the most trouble complying? They're I know that there are tons of, like you said, misinformations. Information, common misconceptions. Is that affecting a nurse's ability to complete the program?

SPEAKER_00:

Absolutely. I think that, you know, a couple things here are really important is to understand, you know, the voluntary nature in which TPAPIN is set up. And so we don't actually have any authority over a nurse's license other than, you know, if a nurse is board ordered here and, you know, unfortunately there's something that happens and there's non-adherence, we have to close that back to the board. But we we can't go in and you know take your look. We don't want to do that. Our whole role is for nurses to stay in practice. But I think some of the biggest challenges that our nurses face, uh, one of the biggest ones is employer acceptance and the stigma that exists still as it relates to substance use and mental health conditions, specifically in, you know, the healthcare professions. Um, one of the biggest things that we do is try to go out there and do outreach so that employers understand, you know, our nurses, and I say this, are working so incredibly hard. Monitoring, monitoring is not easy. I'm gonna be real, right? Monitoring is not easy, and with it comes a lot of, you know, a lot of potential stress. And we want to alleviate that by by sharing this the the truth about what substance use disorder and mental health are and what what it is not, that it's not this moral failing, it's not this choice. And so trying to combat the stigma that exists um, I think is really challenging for our nurses from you know that that um standpoint of the guilt that they often feel um because of that stigma. And employers, I am please, if you are an employer listening to this and have questions about how to support a nurse that may be going through a monitoring program, please call us. Um we want to help walk you through this. I was one of those employers, and as a psych nurse, I called, and our case managers walked me through so beautifully how to support a nurse in monitoring that it made me want to work here, right? So I think, you know, for our for our for our participants, um that that beginning is really hard because there's a lot going on, there's a lot being asked of them. You know, please ask questions along the way. We are here to answer those questions. We know it can be a lot, just kind of getting into that flow of what it looks like to be in a monitoring program and and and going and you know working on ourselves is the hardest thing that we can do. Um totally, absolutely. So yeah, I think you know, getting that acceptance within the profession and and ensuring they their employers are supportive is one of the biggest challenges.

SPEAKER_01:

Yeah, no, and that makes sense. I I can definitely see that. We all know the stigma around things, and so it's disheartening though to hear that that can affect affect a you know a license holder, a nurse, especially so much. And I want to go back to something you said. You said that there, if it is ordered, you know, by the board of nursing that they need to be monitored, um, that sometimes you have to close that up and send it back to the board. If it is a voluntary referral, say I'm a self-referral and I choose to not comply with the program, um, what happens? Do you guys just kind of close it and and that's that? Or does that also get reported to the board, even though the board didn't necessarily order it for me?

SPEAKER_00:

Yeah, so that's such a good question, Simone. So with our self-referrals, oftentimes say that somebody, you know, self-refers, and then they later decide pretty quickly, oh, you know, I'm just gonna do this on my own, as long as there is not a noted practice concern. So um, if there is not a practice concern, then we're not obligated to close that to the board. The only time I think that that would be something, you know, that we are also just as as license holders ourselves, as well as um obligated to let the board know, let's say that you're a self-referral and you're doing a, you know, you're in the program and at at your work site there was a practice concern and you elected to not continue to adhere to the program. That would be very different than if you self-refer and um and I should I should really clarify, you know, we are a recovery-friendly program. And what I mean by that is just because you have um, say you're a self-referral and you're not yet in recovery and you have a lapse or a relapse, we understand that that's part of substance use disorder. So that's not necessarily going to say that's not non-adherence. Non-adherence would be something where you you're working, you have a lapse, and we ask that you, you know, refrain from practice until we can get you reassessed and you don't refrain from practice. Or there's um, you know, and and it's usually a graded system where there's there's a lot of variation and chances that you're you're offered as an opportunity to to try to you know rectify that and get back in in your positive recovery state.

SPEAKER_01:

Yeah, no, that's I was just real curious about that, you know. I mean well, obviously the consequences of you know uh a board ordered monitoring and then you not following that and you go back to the board, you're gonna get disciplined by the board. But I was real curious as to those who um who maybe, like you said, like were maybe felt like they had sort of an issue or maybe felt like they were going to relapse or something um that that um that they're not going to potentially get the get themselves in trouble. And I'm sure that's good for nurses to hear too, is that you there is confidentiality within the program. It sounds like a lot of confidentiality, and so that can really ease your anxiety when you're um you're just going through a situation like this, absolutely. Absolutely, yep. So we know we've talked about a little bit um of some of the resources that T Papen offers. You guys are definitely not leaving license holders high and dry without support. Um, but going back to the overall goal and the mission of the program, what if a nurse is maybe not so sure that they would like to um refer themselves into the program? Maybe they're just kind of dipping their toes in the T Papin water. What kind of support or information is available for those types of nurses who are just kind of interested in learning what T Papin has to offer?

SPEAKER_00:

Yeah, I I love that question because we often get those questions, right? We'll get cold calls to like, hey, is this an appropriate T Papin referral or is there is there something else first? So um I often say really only the individual can can truly make that decision. But with monitoring, uh, we we do have quite a few resources available on our website. And you can you can cold call us. I promise you we're not sitting there writing down your number and and just ask in general, like what would this look like for me, or do you think that this is appropriate? Let's say that somebody is recently diagnosed with you know a mental health condition and it's related to an event. You know, unfortunately, nurses have a high risk. We have a lot of risk factors for a lot of these things, including substance use disorder. And so say that somebody is recently diagnosed with a mental health condition and they're not sure, you know, does that mean that I need to go to TPapen or otherwise? Really, this is you know, to help that long-term support and those long-term recoveries. So there's a lot. I always suggest, what is your know what your hospital, know what your your place of employment, whether that's you know, in academia, whether that's hospital, residential, those kind of things. What does your place of employment offer in terms of overall wellness? So is it an employee assistance program that may be more appropriate? You just need, you know, some medication management. And once you get that med management, you might be feel a lot more stable. You know, is there is there resources? Some of our programs in the state are opening up, you know, wellness initiatives and even peer support within their hospital system. So I always say the best thing you can do is kind of do that that self-check-in and what is it, where are you at? What do you need? Um, you know, whether it be NAMI is a phenomenal resource, just the National Alliance for Mental Illness, going on there, finding different, you know, groups, those kinds of things. And TPap and has links to a lot of these things from you know, the SAMHSA to NAMI to HHSC, and a lot of the different services that are out there for nurses that are not necessarily to the point of, you know, monitoring or the alternative to discipline. But if you do need that long-term support, if there has been a concern in practice, or you feel as somebody like, I feel um, you know, like this is about to impair potentially impair my practice, that's where we come in so that it's not only there to, you know, show the nurse that you can do this and you're in good recovery, but there may be, you know, the secondary factor is that you're also able to have that objective documentation through monitoring to show whether it be the board of nursing, your employment, but absolutely to to kind of come back around to your question is there's a lot of resources out there for nurses that may have, you know, may be struggling with other mental health conditions that we would also help support and guide them to um outside of you know necessarily an alternative discipline or monitoring program for sure. Yeah.

SPEAKER_01:

And you guys have a podcast as well, too, right?

SPEAKER_00:

We do. We just started a podcast. It's called Mental Health Mixtape. We're really excited about it. Had our first uh we have one recording, we have another one coming up in February. Would love to see you guys um uh go take a listen, give us feedback. We love hearing it, as well as a ton of other options on social media where we're trying to get you know updated information out to everyone.

SPEAKER_01:

So check it out. And we'll have all of those linked um below in our description so that license holders, nurses can easily find them. I feel like some we are specifically talking about nurses, but some of this kind of spans beyond just the nursing profession and and into those other high-stakes professions alike nursing. And I think really it goes back to exactly how you answered it in the beginning, which was it's really up to the individual, right? Like there has to be some sort of self-awareness and self-accountability, and that can be really hard when you are dealing with a mental health issue, a substance abuse issue. It really feels like this kind of perfect storm that's brewing. And so um I would say just to anyone who's listening, that if you are sort of on the fence about it, um, maybe that's kind of a telltale sign. Maybe start looking into some of those resources. And if you're questioning it, um really be take an honest look um, you know, with yourself, deep inside yourself and think about um, you know, how how maybe what you're doing, if it's impairing your practice, is it benefiting you? Um, but those sound like fantastic resources for for nurses to kind of learn more or just dive in, maybe have a self-check-in, like you said. Absolutely.

SPEAKER_00:

And I I think, you know, I I speak a lot about this uh and as it relates to our professional code of ethics. You know, we like to go back to that in nursing. We we are um, you know, the most trusted profession years running, right? And our code of ethics, let us not forget like the the idea of nurses helping nurses talks about us as nurses also supporting our colleagues and peers that are struggling with substance use or mental health. So be that person, my you know, be that person that is a safe person that somebody would feel comfortable coming to you because you're right, sometimes we don't have enough insight, especially when we're in the thick of it. And if you um surround yourself and make sure that you are that person for others that they could come to you and say, Hey, I'm struggling. Have you seen it? How can we get help? And maybe walk with them through this process to have someone that is their peer or their employer or their colleague walk with them through this process helps so much decrease that fear um and anxiety that may come up at that time.

SPEAKER_01:

Totally. Yeah. I mean, having really having support when going through something like this is just super invaluable and um can really make all of the difference. Absolutely. Well, thank you so much, Brittany, for joining me and shedding light on this really impactful program. I really, really appreciate your time and just what you guys are doing at TPAP. And that's it's great work. Awesome.

SPEAKER_00:

Thank you so much, Simone, for for having us on. And, you know, as just a closing statement, just to let everybody know, please, if you're if you have questions, concerns, are interested in volunteering to be a peer support partner to serve nurses, or are questioning whether that this is the right program for you or somebody that you know, please feel free, give us a call. We are here to answer those questions, and we're here for nursing because we want our nurses to stay healthy and well and in practice. So thank you again. Thank you so much. I really appreciate it. It's been great.

SPEAKER_01:

And to our listeners, if you're hearing this and something hit home today, you are so not alone. There is a lot of help out there, support out there, and your career is absolutely worth protecting. Check out the links below for more information on the Texas Peer Assistance Program for Nurses, additional resources that we mentioned throughout this episode, and more. Subscribe and follow us for more information that protects your license and livelihood. And until next time, stay inspired and continue engaging and advocating with your regulatory agency.