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We have a guy who’s been on a terror the past two months. Actively berating staff and anesthesia providers to the point where people are afraid to interact with him.
Document everything. Start a paper trail. If it isn’t doxumented it didn’t happen.We have a guy who’s been on a terror the past two months. Actively berating staff and anesthesia providers to the point where people are afraid to interact with him.
I am wondering what would have happened if he had berated the anesthesiologist? Anesthesiologist's fault again?We had a new orthopod who was berating our OR front desk staff because of an unexpected delay. He got called in to c-suite director of medical affairs office in a couple days and his own partners/new bosses told him to knock it off and it stopped right there. They need a firm unified message that it will not be tolerated. It’s like training a puppy.
We have a guy who’s been on a terror the past two months. Actively berating staff and anesthesia providers to the point where people are afraid to interact with him.
If there’s something going on in their personal life, hopefully they get some help.Also if your hospital has a physician well being committee, he may need a referral. Especially if it’s a new behavior change.
I’m a big guy, if I raised my voice at work, something must be very wrong. I’ve gotten a snarky comment or two directed at me before, but they generally won’t look me in the eyes and say it.What no one else has said so far is that very often nothing is done about this . Especially if this is a poor hospital and he is an outside surgeon bringing cases or someone who may be hard to replace .
Then it just becomes personal where you have to each individually stand up to the guy until he realizes he can’t act that way around you , so he’ll just take his act to others .
What no one else has said so far is that very often nothing is done about this . Especially if this is a poor hospital and he is an outside surgeon bringing cases or someone who may be hard to replace .
Then it just becomes personal where you have to each individually stand up to the guy until he realizes he can’t act that way around you , so he’ll just take his act to others .
Then elevate complaints to TJC which has some pretty stringent requirements about physically or verbally attacking staff members. Those rules apply to everyone in the hospital - physicians, nurses, staff, etc. That's something hospital administration can't ignore.This. I have worked at a variety of hospitals. The surgeons at the larger academic centers are generally more well-adjusted individuals and socially capable. I once worked at a rural hospital, there were certainly mild-mannered and easy going surgeons but man, the outliers were B-A-D. All it takes is one threat to leave and administration is kissing their feet and groveling for forgiveness.
Some places you get rid of a physician depending on the specialty you will be interviewing for 3 years for another one. i guess they can get a nurse practitioner. It also gets noted “in your permanent record” and will 100% guaranteed derail your promotion for 3 years here. I know our system asked one physician to find another job after a second incident.
Rat him out to HR. They are the ones that can really put the screws on. Otherwise just laugh in his face and/or ask him why he is being such a horses @ss. Bullies back down when they are stood up to.Document everything. Start a paper trail. If it isn’t documented it didn’t happen.
As others have alluded to, is this a complete change in the person’s behavior or is this someone who has always been a jack@$$ being more of a jack@$$? If this is someone with no hx of this type of behavior then I would think this person may be having serious personal issues, substance abuse or major psychiatric illness comes to mind. Not sure how to best handle it but the safest way would be to escalate it to HR; last thing you need is someone literally “going postal.”We have a guy who’s been on a terror the past two months. Actively berating staff and anesthesia providers to the point where people are afraid to interact with him.
This! This! If you are involved in a facility where the institution is corrupt, YOU will absolutely be the one to have privileges suspended or be fired, especially if you also work for the same medical group.It depends on what kind of place you work at.
If you work at a professional place then I'd voice concerns about this person in writing to someone in the chain of command (your chief, the chief of surgery, CMO, etc). You can always also do so anonymously via an event reporting system. In my experience written concerns to a superior require some form of action - that person is now on legal notice.
In less professional places I'd be a bit wary because they may or may not use a written complaint against you. In those places often a problem worker has persisted due to lack of institutional spine, even if the whole place isn't too bad. Some places don't want to rock the boat but also don't generally want to do the wrong thing. So... hit or miss on what do there.
In $hithole places you need to just eject yourself ASAP. I've been at such a place where the entire institution is corrupt and reporting anything to anyone will absolutely be entirely your problem, as there is an actual criminal enterprise afoot.
Luckily most places are mostly to fully professional.
An example is MGH where several had complained about concurrent spine surgeries with grave bad outcomes. The justified whistleblowers were punished by MGH and they let the surgeon keep maiming people and violating the law in the name of money (for him and for the hospital).This! This! If you are involved in a facility where the institution is corrupt, YOU will absolutely be the one to have privileges suspended or be fired, especially if you also work for the same medical group.
An example is MGH where several had complained about concurrent spine surgeries with grave bad outcomes. The justified whistleblowers were punished by MGH and they let the surgeon keep maiming people and violating the law in the name of money (for him and for the hospital).
Clash in the name of care - A Boston Globe Spotlight Team Report
A Boston Globe Spotlight Team report on concurrent surgery practices at MGHapps.bostonglobe.com
We have a guy who’s been on a terror the past two months. Actively berating staff and anesthesia providers to the point where people are afraid to interact with him.
As long as you keep it professional and topical (and your administration has some semblance of a spine), you won’t have anything bad happen to you.
Agreed.Administration having a spine is key. Many do not.
HR is not there to help YOU, they are there to help themselves help the company. Most employment attorneys will agree.Rat him out to HR.
An example is MGH where several had complained about concurrent spine surgeries with grave bad outcomes. The justified whistleblowers were punished by MGH and they let the surgeon keep maiming people and violating the law in the name of money (for him and for the hospital).
Clash in the name of care - A Boston Globe Spotlight Team Report
A Boston Globe Spotlight Team report on concurrent surgery practices at MGHapps.bostonglobe.com
Eventually that surgeon won after great personal sacrifice. One of the anesthesiologists involved is still involved in a lawsuit with them that she filed in 2017... it's now almost 5 years later. I'd rather work somewhere that did the right thing where I didn't have to sue to protect patients and myself.The primary whistleblower did sue for wrongful termination and won $13 million and a forced offer of re-hiring (the hospital also "named a hospital safety initiative after him" lololol), so I guess sometimes the good guys win
MGH Settles With Doctor Critical Of Concurrent Surgery For $13 Million
Dr. Dennis Burke was fired in 2015 for allegedly violating patient confidentiality, but he contends he was dismissed for raising safety concerns about colleagues performing two operations at once.www.wbur.org
Eventually that surgeon won after great personal sacrifice. One of the anesthesiologists involved is still involved in a lawsuit with them that she filed in 2017... it's now almost 5 years later. I'd rather work somewhere that did the right thing where I didn't have to sue to protect patients and myself.
Interesting read - thanks for sharing.An example is MGH where several had complained about concurrent spine surgeries with grave bad outcomes. The justified whistleblowers were punished by MGH and they let the surgeon keep maiming people and violating the law in the name of money (for him and for the hospital).
Clash in the name of care - A Boston Globe Spotlight Team Report
A Boston Globe Spotlight Team report on concurrent surgery practices at MGHapps.bostonglobe.com
Eventually that surgeon won after great personal sacrifice. One of the anesthesiologists involved is still involved in a lawsuit with them that she filed in 2017... it's now almost 5 years later. I'd rather work somewhere that did the right thing where I didn't have to sue to protect patients and myself.
There are plenty of protections but good luck exercising them without great personal sacrifice, as this whistleblowing surgeon experienced.might be easier for the surgeon as they bring in the patients. it'll be harder for the anesthesiologist who is employed and will forever be known as a "troublemaker" by hospital admin simply because she was advocating for patient safety. also i thought there were whistleblower protections that exist??
Exactly. The law is not there to help you. You will hire lawyers, which will cost you tens to hundreds of thousands of dollars.There are plenty of protections but good luck exercising them without great personal sacrifice, as this whistleblowing surgeon experienced.
The reality is that "doing the right thing" will often have tremendous negative professional and personal consequences.There are plenty of protections but good luck exercising them without great personal sacrifice, as this whistleblowing surgeon experienced.
Yeah. That place is near the Unicorn Reserve in Neverland.Eventually that surgeon won after great personal sacrifice. One of the anesthesiologists involved is still involved in a lawsuit with them that she filed in 2017... it's now almost 5 years later. I'd rather work somewhere that did the right thing where I didn't have to sue to protect patients and myself.
The primary whistleblower did sue for wrongful termination and won $13 million and a forced offer of re-hiring (the hospital also "named a hospital safety initiative after him" lololol), so I guess sometimes the good guys win
MGH Settles With Doctor Critical Of Concurrent Surgery For $13 Million
Dr. Dennis Burke was fired in 2015 for allegedly violating patient confidentiality, but he contends he was dismissed for raising safety concerns about colleagues performing two operations at once.www.wbur.org
An example is MGH where several had complained about concurrent spine surgeries with grave bad outcomes. The justified whistleblowers were punished by MGH and they let the surgeon keep maiming people and violating the law in the name of money (for him and for the hospital).
Clash in the name of care - A Boston Globe Spotlight Team Report
A Boston Globe Spotlight Team report on concurrent surgery practices at MGHapps.bostonglobe.com
We have a guy who’s been on a terror the past two months. Actively berating staff and anesthesia providers to the point where people are afraid to interact with him.
We had a new orthopod who was berating our OR front desk staff because of an unexpected delay. He got called in to c-suite director of medical affairs office in a couple days and his own partners/new bosses told him to knock it off and it stopped right there. They need a firm unified message that it will not be tolerated. It’s like training a puppy.
We've had several surgeons like that. Usually (but not always) right out of residency with a really bad "I'm the boss" attitude.This guy has now moved on to another ortho group and doesn’t come to our hospital any more. Bad cultural fit with both his group (who are all incredibly courteous gentlemen) and our hospital.
The issues happen in places where the administration doesn't have your back. Some places really let surgeons run rampant, the culture varies widely from place to place. Who is more replaceable, one anesthesiologist or one spine surgeon? Maybe the only spine surgeon in the area? Just food for thought that the direct approach might not always work out in your best interest if the surgeon develops a grudge and plays politics to make your work life miserable. People can be so petty.Again, I could be way off base here, but to me, I'm reading it as "my coworker is being an ***hole" and I'm not sure why them being a surgeon and you being an anesthesiologist would make that any difference in how you'd handle it with any other coworker.
This is often the question regarding how aggressively you want to pursue something, especially in the workplace.So always ask yourself, is the hill that you want to die on?