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- Jan 11, 2015
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In most cases academia is a perverse environment, my thoughts are with the OP.
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good for you!Meeting with HR rep and two bosses tomorrow. Hoping to at least avoid any adverse action on my record before I go. It looks like nothing will happen to the attending and she may still be allowed to evaluate me, but we'll see.
I think the PD and Vice Chair were not expecting me to invite HR to the meeting, and I only just informed them today, so it will be interesting to see how that impacts everything.
So I just got news from the HR rep that she can't attend because another HR rep is investigating. I was forwarded that HR rep's info and invited to contact her with questions, and said she'd be contacting me, but nothing. This is not shaping up well.good for you!
do they know that there is a police report?
good luck !
So I just got news from the HR rep that she can't attend because another HR rep is investigating. I was forwarded that HR rep's info and invited to contact her with questions, and said she'd be contacting me, but nothing. This is not shaping up well.
I'm celebrating tonight like it's the last supper. Pretty sure it's all over tomorrow.
I'm not provided a lot of useful information in this process. All I know is the HR rep I initially contacted said she could not be present tomorrow, gave me the info of the other person investigating, said "she is happy to respond to your questions" and will probably be contacting me today. I called her twice no response, she has still not contacted me, and it is well past business hours.What does that mean, another HR rep is investigating?
I really feel like you need an advocate at this meeting. As proven by their actions so far, the chair/vice chair appear to be unclear on the policies that your hospital and GME office undoubtedly have against physical contact / aggression and against retaliation for reporting. While it's possible that there are no such specific policies in place, if you're working at a hospital that is pretty darn unlikely. Your chairs are academics; I completely get that this is a bit out of their normal world and they may not know hospital regulations backwards and forwards... but you need to have someone there who does. Call the other HR person. Now. If he/she can't be there, let them know that you expect them to find someone from HR who can. Also if you're at a larger hospital / program with multiple residencies, you likely have a GME office and VP / dean that the individual programs fall under. Either before or after the meeting, at your discretion, this could be another person to consider involving. Assuming you've been forthcoming in what's been written here, you are in the right. Please don't forget that, even in the face of your chair etc suggesting otherwise.
Completely agree with having someone else there in the meeting. As mentioned, I called the other HR person twice. As far as contacting the GME expecting an advocate at this point, I am told by my Vice Chair that that is foolish. No matter how nicely I ask nor how persistent I am, I can't seem to be able to get someone else to be present for these meetings.I really feel like you need an advocate at this meeting. As proven by their actions so far, the chair/vice chair appear to be unclear on the policies that your hospital and GME office undoubtedly have against physical contact / aggression and against retaliation for reporting. While it's possible that there are no such specific policies in place, if you're working at a hospital that is pretty darn unlikely. Your chairs are academics; I completely get that this is a bit out of their normal world and they may not know hospital regulations backwards and forwards... but you need to have someone there who does. Call the other HR person. Now. If he/she can't be there, let them know that you expect them to find someone from HR who can. Also if you're at a larger hospital / program with multiple residencies, you likely have a GME office and VP / dean that the individual programs fall under. Either before or after the meeting, at your discretion, this could be another person to consider involving. Assuming you've been forthcoming in what's been written here, you are in the right. Please don't forget that, even in the face of your chair etc suggesting otherwise.
Then don't go.Completely agree with having someone else there in the meeting. As mentioned, I called the other HR person twice. As far as contacting the GME expecting an advocate at this point, I am told by my Vice Chair that that is foolish. No matter how nicely I ask nor how persistent I am, I can't seem to be able to get someone else to be present for these meetings.
I have contacted the ombudsman in the last week but she was unable to schedule 11 am, already tried HR, forewent contacting the GME because I had already initiated with HR, I don't have a chief, risk management forwarded me to HR, and let me tell you the process of engagement of these advocates takes time. There is not more to the story. There are simply tactics that people use to avoid having witnesses.Then don't go.
Where is your PD? Where are your chiefs? Where are the other attendings in your department? Where is the GME head? Where is risk management? Where is HR? Where is the hospital ombudsman?
Assuming you work in an academic medical center, in a program with more than 1 resident/decade, there are literally 2 or 3 dozen people who could easily be expected to fill the role of your advocate at this meeting. If you can't rally at least one of them to stand by your, either you need to delay this meeting, or there's more to the story than you're telling us. I'm assuming that's not the case though.
I get why you think that is the right thing to do... just not picturing that going very well.Then don't go. Or, arrive at the appointed time, announce to all present that you will be recording the conversation going forward since your HR representative was unable to make it, and that anyone who doesn't consent to being recorded is welcome to leave the meeting. I suspect you'll find yourself in a nearly empty room at that point. If you don't....
The way you've outlined things here, nothing is going to go well. At least get the f***ers on "tape".I get why you think that is the right thing to do... just not picturing that going very well.
I get why you think that is the right thing to do... just not picturing that going very well.
i agree with gutonc with announcing that you will be recording this meeting if you cannot get someone else to come with you. At this point, things are not going to go well if you don't have at least a witness in there even if they are not an advocate... i almost want to say that you need at this point a lawyer to go with you.I get why you think that is the right thing to do... just not picturing that going very well.
First, they haven't said that HR won't be there, just that someone else from HR will be there.
You only can bring an advocate if they give you permission to do so. That's something that's worth asking the HR rep in the AM, if there's someone who could come at 11. If the meeting begins and there's no HR rep there, then I absolutely would insist on waiting until there is a rep present.
OK. Deep breath everyone.
PD was the one from the beginning saying not to litigate. He is one of the two in the meeting. Had known him as a decent guy until this point, and it got all awkward because it involves one of his colleagues.Isn't it pathetic that her PD is no where to be seen in any of this? I guess I am blessed to have trained at wonderful places but my PDs would have been all over this.
They never said an HR rep would be there. The first HR rep just all the sudden said she couldn't show up because another HR rep was doing the investigation. Then the (bs) comment that the new HR rep would be contacting me TODAY and welcomes any questions. That proved to not be true. There is simply no benign explanation for what is going on. I am about to be cornered tomorrow.
PD was the one from the beginning saying not to litigate. He is one of the two in the meeting. Had known him as a decent guy until this point, and it got all awkward because it involves one of his colleagues.
A week away from work and lots of time to ruminate. But five days ago I was just as outraged as you all because after so many years of post-graduate training I thought I had so many more advocates in my workplace than I apparently do.
PD was the one from the beginning saying not to litigate. He is one of the two in the meeting. Had known him as a decent guy until this point, and it got all awkward because it involves one of his colleagues.
A week away from work and lots of time to ruminate. But five days ago I was just as outraged as you all because after so many years of post-graduate training I thought I had so many more advocates in my workplace than I apparently do.
PD was the one from the beginning saying not to litigate. He is one of the two in the meeting. Had known him as a decent guy until this point, and it got all awkward because it involves one of his colleagues.
A week away from work and lots of time to ruminate. But five days ago I was just as outraged as you all because after so many years of post-graduate training I thought I had so many more advocates in my workplace than I apparently do.
Haha side discush: How often as a resident do you feel caught in the middle of inter-attending drama? So desperate to get away from academics... someone correct me if I'm wrong but seriously I'm praying there is a life on the other side...This is all really unfortunate and makes me really glad for how an incident where I trained was dealt with. It involved an attending of a different service coming to my clinic to loudly berate me for an order that I only did because I attending requested it, the other attending refused to discuss it directly with the attending and was standing over me yelling at me loud enough for everyone to hear while I quietly repeated that I refused to discuss the situation with him and he should speak to my attending. At the time I halfway thought he might hit me. He only left because a different attending managed to escort him out of the room. I was so shocked by it that I did nothing at first but then the attending that escorted him out told me that he was reporting the incident and encouraged me to write down my recollection of things so that I could be ready to discuss it when HR contacted me (which they did very quickly). My PD talked to me about it too to see if I needed anything. I was asked what outcome I desired and I said I just wanted to make sure he wouldn't do it ever again and that I didn't want to see him for a while if possible. He ended up losing his position as chair of the other department and after a month or so had passed he apologized to me about his behavior (done in a way that I wasn't made nervous by his approach). Not sure if they made him do anything else (like anger management or something). But overall it was handled very well thanks to my clinic attending that rescued me and then refused to let it just slide. That sort of thing should really be the norm.
Luckily for me it wasn't that common (and not as dramatic as that one).Haha side discush: How often as a resident do you feel caught in the middle of inter-attending drama? So desperate to get away from academics... someone correct me if I'm wrong but seriously I'm praying there is a life on the other side...
From your other posts, it sounds like you are in pathology (so am I). There is no reason why you could not have been switched off service. None. There is no reason. This person could not have been suspended except one. Laziness. No one wanted to step in and be on her service because it's extra work.Haha side discush: How often as a resident do you feel caught in the middle of inter-attending drama? So desperate to get away from academics... someone correct me if I'm wrong but seriously I'm praying there is a life on the other side...
Also because as I mentioned earlier the PD is backing her up - they are saying it's "just my side of the story" and I'm making this all up because I was about to get a bad grade from her. She must have completely denied the whole story when they questioned her.From your other posts, it sounds like you are in pathology (so am I). There is no reason why you could not have been switched off service. None. There is no reason. This person could not have been suspended except one. Laziness. No one wanted to step in and be on her service because it's extra work.
Also because as I mentioned earlier the PD is backing her up - they are saying it's "just my side of the story" and I'm making this all up because I was about to get a bad grade from her. She must have completely denied the whole story when they questioned her.
I've been mildly on pins and needles about this, too. Hopefully, it was an NDA, and that means it's good. Although, even with an NDA, the OP could still say "I still have a job".The lack of further response here has me worried. Feel free to PM me if you're uncomfortable posting further information, if I can help. Good luck.
"I still have a job for now"I've been mildly on pins and needles about this, too. Hopefully, it was an NDA, and that means it's good. Although, even with an NDA, the OP could still say "I still have a job".
This is great to hear, as you are, full stop, not in the wrong, by ANY criteria."I still have a job for now"
And, if "for now" means something, it means, to me, that you got them by the neck. I'm backing you."I still have a job for now"
"I still have a job for now"
"I still have a job for now"
We'd all love an after-graduation update.
"I still have a job for now"
And a post-graduation name-drop on the ****ty program that you've had to deal with.