Yep.
Basically what happened to me. I submitted a complaint about intimidation and discrimination after having a witnessed discussion with my PD. See blog above. Medicine chair did not like that. So instead of investigating, he went along with having me fired at my PDs discretion. And btw, my PD has already been on probation once. I am not the only one to report her for discrimination. She has been known to tell pregnant females they can’t take full FMLA without prolonging training. Come to find out...my PD cared for medicine chairs family member. I got screwed 10x over by the internal workings of big medicine. I don’t want to pursue legal action. Not worth my time or money if I want to practice.
Not to defend actions, but this isn't the PDs fault. Full FMLA is 6 weeks. You can't sit for your boards if you take more than 30 days off in a year unless you extend training. So yes, you can't take full maternity leave in IM or an IM subspecialty without extending your training program. Anywhere.
Replying to both. Both are moot points. Just the tip of the iceberg for what my PDs done in the past eg using job opportunities/placements as leverage to barter away training extensions or threaten remediation. I know I can be fired at will after FMLA is up. But FMLA was used inappropriately in my case. There was no interactive process. Just think if you dispose of learners like this then where do you draw a line. No one wants to attend a program where there’s no learning and full indentured servitude. And I sure hope you never fall on hard times. Life isn’t predictable. You’re nitpicking. Look at the bigger picture.
Is that 60 days full time off?
You're right, 12 weeks. Regardless, it's a number above the maximum # of days you can take off and remain board eligible without extending training.
If you need more time off you can take leave of absence without pay. I’ve seen residents do this for up to a year at the institution where I worked. Your spot is protected in this case. I am well versed in leave, FMLA and all that Jazz. I’m not disputing that hospitals can fire at Will. They can even do it without cause. Just remember, we are all in this together. It could happen to you too so don’t get sick.
I wasn’t eligible per ABIM but had completed 3 years of training. All clinical. My chair had my PD and IM PD write a letter saying I fulfilled requirements for IM residency. I took IM boards this past August. Had to fight for it but very very grateful to at least be employable. I am hoping it won’t be an issue when I apply for licensure in another state.
It’s the total lack of leverage residents have and huge difficulty finding another job if removed from the program.
That’s like every job dude. I’m pretty sure every job I’ve worked there’s been people who “spread rumors” and gossip about other people.
Also for the guy above who was taking about how you can’t tell if a resident gets kicked out every year or not...again what other job do you know of where they would tell you if they fired someone in your position in the company regularly? Youd probably get a sense of it by talking to people in the industry (other residents) and gossip but no employer is going to come out and tell you the manager for your division is a dick and people leave the company every couple years, wanna join?
It’s not that there’s anything particularly unique about the workplace dynamics in residency. Ask the nurses about their managers and be ready to hang out for a while
Wow. Just going to go ahead and try to absolve yourself of the need for any personal responsibility whatsoever? Seriously, your comment oozes of so much self entitlement that it is borderline indistinguishable from trolling.
I would have had 2 and maybe 3 call nights max each month. No day off on the following day. I was asking for 3 full days off per month using FMLA via interactive process. I noticed that call nights really messed with my ability to have a regular sleep schedule which would affect my work each week and just build up on one another. I needed to optimize my health and go to appts at the same time. Fellows offered to cover. We can’t take half sick days/FMLA. Not allowed. I was denied the 3 days/month, told I had to take all FMLA at once. I was then told by a counselor to ask HR. Obviously a bad idea but what choice did I have. I was already up a creek.
Douche bags are douche bags...just because they managed to make it out of medical school doesn’t mean that they aren’t douches...thing is in residency it can become glaringly obvious...no program is going to make them less douchey.
Doesn’t matter. What’s done is done. The details of leave and ADA are lost at this point. I had ADA accommodations requested by my rheumatologist a month into leave with request for call days off. It was flat out denied. I was forced to take all my FMLA when I wasn’t sick. A lawyer suggested to use FMLA for call days. I was told by PD I could only return when back to 100% and nothing less. I really am not trying to go back and forth on this.
Can you please stop?
Suppose to be funny. Confessional = airing grievances. Posts on thread have lots of feelings without sustenance.
If you have to explain the joke...
I knew I’d get that response. Warranted but christ lighten up people. You pounce and gang up. It’s a forum.
And generally we do. But we also will often suggest areas of improvement or different ways to approach problems so it doesn't happen again.
No worries. The truth hurts. I wish I had a Program Director like yourself who was well acquainted with the ins and outs of disability in the workplace. I believe that my situation is an unfortunate circumstance culminated by lack of experience, support and a series of missteps. It’s what happens when you give a 30 year old with an MBA from a no name school the power to fire anyone.....including learners.
