Iowa Hospital Worker Fired After Twice Accused of Being Drunk on the Job

Alegent Health Bergan Mercy Health System terminated Cally Evans, a mental health technician, following two incidents of suspected alcohol impairment at work.

Apr. 17, 2026 at 8:07am

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An extreme close-up photograph of a worn, crumpled hospital ID badge against a stark black background, lit by a harsh flash to create a gritty, investigative aesthetic.A hospital ID badge, crumpled and discarded, symbolizes the harsh consequences of suspected substance abuse for healthcare workers.Council Bluffs Today

A 38-year-old mental health professional named Cally Evans was fired from an Alegent Health Bergan Mercy hospital in Council Bluffs, Iowa, after being accused of showing up to work drunk on two separate occasions in November 2025. Evans was first given a written warning on November 11th after a supervisor detected alcohol on her breath and noticed she was having trouble standing upright. Two weeks later, on November 27th, coworkers reported Evans was acting strangely, slurring her speech, and falling asleep at her desk. She was then given a breathalyzer test that showed her blood alcohol level was more than double the legal limit for driving. Evans was terminated on December 1st, 2025, and initially collected unemployment benefits, but Alegent Health appealed the decision and an administrative law judge ruled that Evans was fired for disqualifying workplace misconduct and was not entitled to the benefits.

Why it matters

This incident highlights the serious consequences healthcare workers can face for suspected substance abuse on the job, which can jeopardize patient safety and trust in medical institutions. It also raises questions about workplace policies, employee assistance programs, and the balance between worker privacy and employer liability in cases of suspected impairment.

The details

According to state records, Cally Evans was working as a mental health technician at an Alegent Health Bergan Mercy hospital in Council Bluffs, Iowa. On November 11, 2025, a shift supervisor detected the smell of alcohol on Evans' breath and observed that she had a flushed face, bloodshot eyes, and difficulty standing upright. Evans was taken to the hospital's emergency room, where she allegedly admitted to being under the influence of alcohol. She was given a written warning. Two weeks later, on November 27th, several of Evans' coworkers noticed her acting strangely, speaking slowly, slurring her speech, and running into doorways and a printer. Evans also fell asleep at the nurses' station. Supervisors then required Evans to submit to a suspicion-based drug and alcohol test, which showed her blood alcohol level was 0.198 on the first test and 0.193 on the second - more than double the legal limit for driving. Evans was fired on December 1, 2025.

  • On November 11, 2025, Evans was given a written warning for suspected alcohol impairment at work.
  • On November 27, 2025, Evans was given a breathalyzer test that showed her blood alcohol level was more than double the legal limit.
  • On December 1, 2025, Evans was terminated from her job.

The players

Cally Evans

A 38-year-old mental health professional who was employed as a hospital technician at Alegent Health Bergan Mercy Health System.

Alegent Health Bergan Mercy Health System

The hospital system that employed Cally Evans and terminated her employment after two incidents of suspected alcohol impairment at work.

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What they’re saying

“We must hold all of our employees to the highest standards of professionalism and ensure the safety of our patients above all else.”

— Alegent Health Spokesperson

What’s next

The administrative law judge's ruling that Evans was not entitled to unemployment benefits after her termination may be appealed further.

The takeaway

This case underscores the importance of strict workplace policies around substance abuse for healthcare workers, whose impairment can directly impact patient safety and public trust in medical institutions. It also raises questions about the balance between employee privacy, rehabilitation, and an employer's duty to maintain a safe, sober workplace.