group not paying me

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Having had a colleague go through a similar situation and having lawyers in the family:

1. Get everything in writing, it’s the only thing that will be used in court. Send a weekly email asking for reimbursement, if they don’t respond that’s fine, it will show negligence on their behalf

2. Remain professional, use the same robotic wording and phrases, ‘contract violation’ ‘this is the 1st/2nd/3rd notice’ ‘per my employment contract’

3. Put in your notice immediately, as above remain professional, say for contract violation. Give 30 days notice after the schedule is made

4. The amount of litigation you’ll have to do if they have good lawyers won’t be worth your time and money for 12k. You have to show up to hearings if it actually goes to court (which it likely won’t). Are there other people in your group undergoing the same?

5. What state is this in? At least people on here can DM you to find out.

6. My colleague’s group was in a desirable metro area, the fleecing process was a test for how much new hires would take call/give back vacation; the older partners there sounded sinister
 
dozitgetchahi said:
I agree (and I did this in one previous employment situation), but the fact of the matter is that they can do a lot more damage to you this way than you can to them.

JACHO reports, OSHA complaints, etc etc can be filed against an employer, but most of these don’t do much to them and are relatively easy for them to evade. (The biggest exception is to file an OIG complaint regarding their billing to CMS - if they get audited, the OIG has real teeth - but for that to actually work you need to have evidence that they are billing CMS fraudulently.)
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I’m talking filing against each individual member. About billing fraud. Extended times to charge patient. Not being in room for induction not meeting Medicare rules.
 
dozitgetchahi said:
Agreed. Usually when PPs start doing this stuff, it means their finances are falling apart. (At least it did when my PP refused to pay bonuses.)
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Mine didn’t pay me my 20k quarterly bonus made up some excuse. Group took small buyout from amc 6 months later. They were gonna to lose the contract anyways. Cost me basically 40k since I lost 2 quarterly bonus checks.
 
addoncase said:
waiting to hear from my contract attorney, maybe its better they dont pay me so i can use it as a breech of contract and have the non compete be void?
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None of us are lawyers. Talk with your own who will know best how to navigate labor and contract laws in your state. Focus on removing yourself from the situation as quickly and painlessly as possible.
 
aneftp said:
Mine didn’t pay me my 20k quarterly bonus made up some excuse. Group took small buyout from amc 6 months later. They were gonna to lose the contract anyways. Cost me basically 40k since I lost 2 quarterly bonus checks.
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wow sorry to hear! lost 40k? maybe i shouldn't be so alarmed and be glad its not more.
 
1. talk to an attorney to confirm the advice given here 2. look for another job asap - post what areas you are interested in on the private forum - it is a good place to look for a job as you must be a confirmed anesthesiologist or resident to get in 3. send emails with very professional language requesting the agreed upon rate
- just because they have plenty of money doesnt mean the contract or finances arent degrading. if they arent loosing the contract they are behaving in a way that they dont care if they retain you or not. maybe theres less work than they thought there was going to be - who knows? doesnt matter
most important thing is get out. GET OUT! if they will breach the contract and threaten to report you they are super underhanded. get out and consider yourself lucky that it has only cost you 12k... your license and a clean record is priceless...
 
This happened to a buddy from residency.

Circa 2021, USAP South Texas didn't pay him after they promised him a certain pay for a certain call. He wasn't partner at the time so he verified with the scheduler that he would be paid the advertised amount for the extra call. When the check didn't come, he was patient but eventually escalated to the top. He brought it up to the leadership and they said they don't owe him anything. The accountant even told him he may not understand the accounting... (I'm not making this up). This is like less than $15k of total call pay. A rounding error for their reputation.

Credit to him, he did the smart thing and didn't make a fuss. Turned in his 6 MONTHS notice and left.

Wondering why I had trouble recruiting from my residency.... now it all make sense who would want to join USAP after this kinda of story?

They eventually paid him after 1 year, in attempt to make him stay, or stay quiet. But stories like this doesn't stay quiet, nor should it.

If I was OP, I would let it be known that this was promised and also turn in my notice but work to be in good standing. Then leave and put them on full blast.
 
Why are you still working with this group and these people? I would turn in my resignation immediately and leave. 12k isn’t much in the grand scheme of things but I do understand the principle of getting paid for your work. Leave, call in sick everyday if you have to. Talk to your lawyer too.
Oh, and F$$$ them for trying to report you to the NPDP too. If they do, I would send a complaint to your state medical board too. Vindictive behavior needs to be dealt with.

PM me if you want a job ASAP.
 
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dchz said:
This happened to a buddy from residency.

Circa 2021, USAP South Texas didn't pay him after they promised him a certain pay for a certain call. He wasn't partner at the time so he verified with the scheduler that he would be paid the advertised amount for the extra call. When the check didn't come, he was patient but eventually escalated to the top. He brought it up to the leadership and they said they don't owe him anything. The accountant even told him he may not understand the accounting... (I'm not making this up). This is like less than $15k of total call pay. A rounding error for their reputation.

Credit to him, he did the smart thing and didn't make a fuss. Turned in his 6 MONTHS notice and left.

Wondering why I had trouble recruiting from my residency.... now it all make sense who would want to join USAP after this kinda of story?

They eventually paid him after 1 year, in attempt to make him stay, or stay quiet. But stories like this doesn't stay quiet, nor should it.

If I was OP, I would let it be known that this was promised and also turn in my notice but work to be in good standing. Then leave and put them on full blast.
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This.

Get a new job, finish contract, then light ‘em up.

And stop taking calls they aren’t paying for
 
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Unless your employer is the hospital they may not even be eligible to submit a report to the NPDB. If the hospital does it without formal peer review that would seem to open them to all sorts of problems, though the Peer review process can certainly be gamed. That said I agree with everyone who has said find another job immediately. You don't want to be stuck trying to find one with your only references being people from the toxic practice. Fortunately this is a good time to be looking.
 
I’d make sure I had some e-mails (sounds like you may, already) where I pointed out the contract clause, and try to get them to respond with an acknowledgment of said clause, while still refusing to pay (ADMITTING they have breached the contract). Just something to have, in case they play “other” games with you.

Regarding “legal action” for the $12k—-even if they paid you, after the IRS pulls their share, you’re really only talking about $8k. Yes, that’s real money, but not a fortune. A relatively CHEAP lesson, in the “school of life”.

It’s time to find a new job.

If keeping $12k ($8k) is the worst thing that happens to you, be glad you didn’t waste YEARS of your life, or get screwed out of HUNDREDS of thousands (guys who thought they were on track to make partner, working for peanuts for 2-3 years).

Yes, it sucks, and YES, most of us would like to get our money (or revenge), but for the LOW price of 3-5 days of labor, you have learned who these people are.
 
dozitgetchahi said:
The problem is that if they *do* report you to the NPDB, they don’t have to present much (or any) evidence to do so - and once the report is made, my understanding is that there is very little recourse for the reported doctor. Even if the report is completely bogus, it is very hard (if not impossible) to get an NPDB report removed. Iirc the best you can do in most cases is file a letter “contesting” the report, but the report still stays.

An NPDB report is one of the most damaging things that can happen to you as a doc, and it’s not worth messing with. If you’re working at a place crazy enough to threaten to do it, the only correct move is to GTFO.
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If so, what prevents OP to report these scumbags to the NPDB?
 
How long have you known about this other guy that your group threatened to report to the NPDB? The instant you heard about that, that should have been your sign to leave.
 
Reading this makes me glad I will be retiring soon. There used to be some honor in medicine. Docs had each others backs. Hospital administration held at bay by Medical Executive Committee. Professional courtesy extended. Had to deal with occasional nuisance complaints by nurses but they never went anywhere. Now, someone is watching everything you say and do. Very little comradeship. You are on your own. Some random patient sends a bad review naming you and suddenly it is WW3. I feel bad for all the young docs who will never experience a sliver of the Golden Age of Medicine that I did. Many will experience what OP describes here. Keep your eyes and ears open and your mouth shut. Save as much as possible and get your walk away money as soon as possible. Get as much enjoyment as you can from your career but remember that to all the non-docs, who will never spend a night struggling with a sick patient, it is “just business.” I still think that medicine is an honorable profession and that many patients benefit tremendously when a doc makes a personal connection and then does their best, putting the patients needs first.
 
addoncase said:
For those seasoned folks out there,

i work for a group im not a partner. When i was hired it was written in my contract that i would be paid x amount of dollars to cover call on the weekends at said hospital. Its been months now and i have done multiple shifts, so far they have only paid me half what they said they would per shift. After asking for months where or when is the rest of my money coming i was told in person a few weeks ago oh so casually thats all you are getting per shift.

I know i can get a laywer etc, leave etc but what im really asking is is this sort of shady business common ? Or what does it speak of the group ?
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Name and shame
 
Find locums - long term
Threaten to report the physicians in charge to medical board, or just do it. It’s fine.

Notify the hospital regarding unethical conduct

Save all text messages and documents.
 
I would go ahead and give notice that you are resigning now since this group is obviously shady and taking advantage of you. Go ahead and connect with some locums agencies or look for prn jobs in your area as credentialing can take 2-3 months. Lawyers can be expensive with initial consults $400-$500 and then $450/hr with them having a retainer fund of $3000-5000. If your contract has an arbitration clause then you can't take them to court but via arbitration which will the proceedings will not be disclosed to the public.

There are a lot of shady private practice, hospital employers and AMCs out there. One hospital employer I worked for made the physician take PTO day off if there weren't enough surgeries. The hospital employed anesthesiologist had to take no pay or PTO (a vacation day) if there were low scheduled surgeries. This was not in the contract so I was shocked that they were forcing this on me a salaried physician. Imagine if you had to use up all your PTO/vacation days because the ORs weren't full or not get paid.

Another contract with a private practice group, said that I would be paid $200/hr 1099 plus get my own malpractice and the anesthesiologist owner of the group could change the hourly rate at anytime but would give me 30 day notice of the change in pay. I would have to give a 90 day notice to leave, could not criticize the owner or the group and had to go to arbitration for any disputes. I did not take this job since it's so one-sided. These are just 2 examples of how groups will take advantage of you.
 
addoncase said:
For those seasoned folks out there,

i work for a group im not a partner. When i was hired it was written in my contract that i would be paid x amount of dollars to cover call on the weekends at said hospital. Its been months now and i have done multiple shifts, so far they have only paid me half what they said they would per shift. After asking for months where or when is the rest of my money coming i was told in person a few weeks ago oh so casually thats all you are getting per shift.

I know i can get a laywer etc, leave etc but what im really asking is is this sort of shady business common ? Or what does it speak of the group ?
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Leave that job ASAP. They don’t seem like the type of people you want to be business with. Cut your short term losses for long term piece of mind. Good luck to you
 
obviously he leaves stat. The question is how much he works in the meanwhile (minimum possible probably) and does he bother with lawsuit. I suspect the threat of legal action and lighting them up on social media (here) will get them to pay what is owed.
 
i have the non compete and my contract attorney says only a judge can decide if it’s breech of contract in order to maybe get me out of it.


the whole ftc banning non competes that’s not a law yet right? It still has to pass congress ?
 
addoncase said:
i have the non compete and my contract attorney says only a judge can decide if it’s breech of contract in order to maybe get me out of it.


the whole ftc banning non competes that’s not a law yet right? It still has to pass congress ?
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It was an FTC action, doesn't need congress. A lot of employers won't care about that until it has gone through the court system and been ruled on and still assume they work.

You need a new lawyer, preferably one with court experience. You might need to find an employment lawyer instead of a contract one. They are in breech of contract, non-compete shouldn't be enforceable. Also depending on wording and where you are that might not be as big of a problem as you think. Don't underestimate the power of quitting without notice which you should be entitled to.
 
addoncase said:
i have the non compete and my contract attorney says only a judge can decide if it’s breech of contract in order to maybe get me out of it.


the whole ftc banning non competes that’s not a law yet right? It still has to pass congres
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You got a crappy lawyer! But a high-price lawyer will cost you much more than the 12k you already lost. Do you really have to work/live in your current city? It’s probably best for you to leave for a few years until your noncompete expires. Who knows, this event could turn out to be a blessing in disguise.

It seems like you are young so I hope you don’t have things and people to tie you down.
 
addoncase said:
i have the non compete and my contract attorney says only a judge can decide if it’s breech of contract in order to maybe get me out of it.


the whole ftc banning non competes that’s not a law yet right? It still has to pass congress ?
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Consider looking at the website of your state medical society to see if they recommend any particular attorneys who represent physicians in contract matters.
I'm sorry the one you used before doesn't seem to be interested in further helping you.
Make all further communications about your missing pay and work contract in writing only, and save/download all their replies.
This will give you a record of their responses much better than the off-hand replies they have given you by phone.
 
AKMD_1984 said:
Just be careful if you need your current employer to help you with your credentialing

That’s why you need to play it smartly

Go stealth mode

Do locums and secure credentialing

Then exit
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These days. It doesn’t matter if u get fired.

As long as u are competent anyone will take u in. Even “black listed” previous crnas and md being taken back in

Facilities need bodies.
 
AKMD_1984 said:
It does matter.
Reputation matters.
ESP in competitive places.
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People/companies will ask for candidate what happen

Most places fire people for various reasons. My friend got “fired “ and got paid 120k in severance pay and still got another job making more money in town working even less. The market is crazy.
 
aneftp said:
People/companies will ask for candidate what happen

Most places fire people for various reasons. My friend got “fired “ and got paid 120k in severance pay and still got another job making more money in town working even less. The market is crazy.
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Not every market is the same
You can’t compare Montana, Memphis and southern Ohio to north Dallas suburbs

Everyone knows each other
 
AKMD_1984 said:
Not every market is the same
You can’t compare Montana, Memphis and southern Ohio to north Dallas suburbs

Everyone knows each other
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New practice
“Why did you get fired?”

“The group didn’t pay me correctly “

“ok you are hired”

Very simple folks

They review review references

They will listen to you when hiring
 
aneftp said:
New practice
“Why did you get fired?”

“The group didn’t pay me correctly “

“ok you are hired”

Very simple folks

They review review references

They will listen to you when hiring
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Stories don’t matter
Who stole your ice cream doesn’t matter

It’s all the same.

It’s a flagged file.

What matters is a red flag on your file for any reason (disciplinary issues, malpractice etc).

For us, TSCA- Texas standardized credentialing application -is very inquisitive when it comes to this. You must disclose your history and the questions are very specific.

Lie and you’re unethical and dishonest. Game over.

The minute you have a red flag, it delays credentialing because now the creds committee needs to investigate.

Point is - tread carefully.
Point is, get to being financially independent so you can walk away from people who don’t treat you right.

Those two are linked.

I can tell you as someone who has been on multiple credentials committees. Anesthesiologists in general are “bad boys” (or girls, but it’s generally male) of physicians. Drug use, alcohol etc. credentials committees notoriously look at us deeply.

Add in recent culture of locums and wirking multiple jobs, they think that you’re not “loyal” to one place so there must be something wrong with you being so “jumpy”, when in fact the reason for that is economic opportunity.

But most credentials committee members do not know the nuances of anesthesia business.

Every coin has two sides. Your bosses at this time hold all the power. What they write on your exit interview file will stay on your record. It will stay on the hospital files also and if you’re in a major hospital system - the information will flow.

It will only harm you.

It’s too much power given to others to run your life.

That’s why I believe in independent contracting in general. Pay your own malpractice. Pay your own healthcare benefits. Pay your own retirement. Get out of these shackles. They have power because they probably made you dependent on them and you can’t walk away.

OP -

Again, tread carefully.

Play chess. Go on walks and think about it. Smoke a cigar if that’s your thing.

The money you’re talking about isn’t life changing. You can make that in a week.

I’m more concerned about your well being and poor environment you’re in.

Don’t let anyone mistreat you. You need to walk away.
 
AKMD_1984 said:
Stories don’t matter
Who stole your ice cream doesn’t matter

It’s all the same.

It’s a flagged file.

What matters is a red flag on your file for any reason (disciplinary issues, malpractice etc).

For us, TSCA- Texas standardized credentialing application -is very inquisitive when it comes to this. You must disclose your history and the questions are very specific.

Lie and you’re unethical and dishonest. Game over.

The minute you have a red flag, it delays credentialing because now the creds committee needs to investigate.

Point is - tread carefully.
Point is, get to being financially independent so you can walk away from people who don’t treat you right.

Those two are linked.

I can tell you as someone who has been on multiple credentials committees. Anesthesiologists in general are “bad boys” (or girls, but it’s generally male) of physicians. Drug use, alcohol etc. credentials committees notoriously look at us deeply.

Add in recent culture of locums and wirking multiple jobs, they think that you’re not “loyal” to one place so there must be something wrong with you being so “jumpy”, when in fact the reason for that is economic opportunity.

But most credentials committee members do not know the nuances of anesthesia business.

Every coin has two sides. Your bosses at this time hold all the power. What they write on your exit interview file will stay on your record. It will stay on the hospital files also and if you’re in a major hospital system - the information will flow.

It will only harm you.

It’s too much power given to others to run your life.

That’s why I believe in independent contracting in general. Pay your own malpractice. Pay your own healthcare benefits. Pay your own retirement. Get out of these shackles. They have power because they probably made you dependent on them and you can’t walk away.

OP -

Again, tread carefully.

Play chess. Go on walks and think about it. Smoke a cigar if that’s your thing.

The money you’re talking about isn’t life changing. You can make that in a week.

I’m more concerned about your well being and poor environment you’re in.

Don’t let anyone mistreat you. You need to walk away.
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There is no lie. You put on application what happen. What’s the fireable offense besides drug use illegal stuff?

Lots of people get let go for various reasons all the time.

And guess what. You retaliate to the board of medicine against your own colleagues if they lying. They get nailed also. That’s what my buddy did with state of Florida board of medicine. Like Hillary Clinton said. They aim low. You go lower. So one doc threatened to report another doc to board of medicine. My friend lawyer up threaten to report his partner to the board of medicine. It gets nasty. Problem solve. The Private group imploded quickly.

I’ve been at this game a long time.
 
the group provides services to different hospitals that are part of diff health systems.
The weekend call compensation hospital is a community hospital that’s been struggling (it’s one of those private equity stories).

Community hospital with sick patients but without the appropriate resources. The easiest way to describe it is imagine residency and all the sick patients you have had, but now imagine there are minimal resources. Part of it is paper charting too.

Patients are hardly optimized for anything. I have on occasion shipped patients out. Even the locums icu attending agreed they needed to be sent out because this place simply can’t handle them.

often esp in summer time the hvac is bad the humidity is too high to do OR cases, but I’m even surprised they let that stop them.

The surgeons who work at this hospital have been there for years and they are very much stuck in their ways. They certainly do some questionable cases on weekends when staffing is bare bones and no one will ask questions.

As for as an exit file with the hospital etc, this place doesn’t know its left hand from its right hand.

Anyways I could go on and on …
 
The cherry on top of this s#$! sundae is that OP is very likely on the hook for a tail insurance policy
 
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addoncase said:
i have the non compete and my contract attorney says only a judge can decide if it’s breech of contract in order to maybe get me out of it.


the whole ftc banning non competes that’s not a law yet right? It still has to pass congress ?
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Your lawyer sounds like he sucks, or you are not understanding what he is saying to you.

1) if there is a breach of contract, there is also a "remedy clause" -- the practice gets 30 days or whatever is listed out to remedy the breach. So they pay you the 12K and then the noncompete is enforceable again.

2) clauses are usually severable (it should have a severability clause). so them not paying you compensation is not linked to their ability to enforce a noncompete.

3) depending on your state, you should file a complaint with the department of LABOR, not a lawsuit. they will investigate and give you the money earned, sometimes with penalties based on state. you shouldn't leave your money on the table.
 
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I was in a similar situation- my first job out of residency. Very malicious group with a chairman that was a ruthless businessman that had absolutely zero morals (the hospital administrators loved him for this reason)

It got ugly but the best advice I have for you is the following-

1) Give notice IMMEDIATELY according to your contract. Do not waste one day. DO IT NOW. And do not give a reason (you can use family and moving to a different state as an excuse). Keep your head down and finish WITHOUT CAUSING ANY ISSUES (very difficult I know but CRITICAL).

2) Start gathering as many letters of recommendation as possible. From surgeons, nurses, colleagues, etc. This will be very important to protect your reputation if they retaliate against you. It will prove that they were the problem, not you.

3) Keep a log of everything. Call schedule, shifts not paid, hours you worked (what time you leave the hospital every day), case log, etc. Another method of defense if your assignments are maliciously different from the rest of the group. All communication should be THROUGH EMAIL OR TEXT MESSAGE ONLY (for documentation). If you are summoned to the office, record the conversation ONLY if you are in a state that allows it.

4) Provide all these documents to your attorney AFTER YOUR FINISH YOUR CONTRACT AND LEAVE. You will be surprised often how easily these things are taken care of after the fact (I was given a handsome settlement pretty effortlessly after I left my first job)

Oftentimes in my experience, these types of malicious scumbags have karma returned to them in the long run. This chairman that I referenced above was invincible until one day he was fired & escorted out by security (it was a surprise to many but not to me)
 
TheLesPaul said:
them not paying you compensation is not linked to their ability to enforce a noncompete
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That’s not true at all though. Failure to pay contractually-guaranteed compensation is a breach of contract and, if they do not remedy said breach within the allowable parameters, the contract is null and void in terms of OP’s obligations to the group. In other words, it is a legal precedent that someone can not screw you over but then you’re still liable for your end of the bargain.
 
aneftp said:
There is no lie. You put on application what happen. What’s the fireable offense besides drug use illegal stuff?

Lots of people get let go for various reasons all the time.

And guess what. You retaliate to the board of medicine against your own colleagues if they lying. They get nailed also. That’s what my buddy did with state of Florida board of medicine. Like Hillary Clinton said. They aim low. You go lower. So one doc threatened to report another doc to board of medicine. My friend lawyer up threaten to report his partner to the board of medicine. It gets nasty. Problem solve. The Private group imploded quickly.

I’ve been at this game a long time.
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Look, this has happened before - I’ve seen it. I’ve seen rival crosstown PPs start reporting each others docs to the PHP to try to get an edge. The end result is more like “mutually assured destruction” than anything else. Making these types of reports is truly a nuclear option - and once you fire off that first nuke, things proceed in unpredictable and dangerous ways. Even with a good lawyer, there will likely be a massive, time consuming, expensive mess to clean up for yourself.

First priority for OP here is to find another job and GTFO. I would only look to make this type of report as a “defensive” measure, if provoked - or if I knew of clearly illegal or unscrupulous behavior going on that warranted a mandated report.
 
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dozitgetchahi said:
Look, this has happened before - I’ve seen it. I’ve seen rival crosstown PPs start reporting each others docs to the PHP to try to get an edge. The end result is more like “mutually assured destruction” than anything else. Making these types of reports is truly a nuclear option - and once you fire off that first nuke, things proceed in unpredictable and dangerous ways. Even with a good lawyer, there will likely be a massive, time consuming, expensive mess to clean up for yourself.

First priority for OP here is to find another job and GTFO.
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It’s very destructive for employers to report an employee for a fireable offense and red flag them. By that I mean the employee would need to be in the wrong. Like criminal activity , work place violence etc.

Firing someone PLUS PUTTING A RED FLAG in a chart for failure to pay an employee makes the employer look worst and subject to penalties if this is litigated. 99% of the time. Both sides call it a day and both walk away. Employee leaves immediately without getting their money owed. Employer left scrambling with extra work needed to be done without the employee thus costing themselves even more money than paying the employee on the first place
 
Seasoned folks,
Does it matter if they claim their ability to pay me is based on them being payed by the hospital for these weekend calls?

The first of these shifts was last summer 2023..still haven’t been paid in full for that one, it’s been well over 6mo later can you still use that excuse?

I find it hard to believe the group has just sat idle when they are too owed money? If they are owed that much money for just me as an individual,I can’t imagine how much the hospital owes the group since we are the only group that provides weekend Anes services to this hospital. Sitting idle with that much money owed?

Something sounds fishy? What do I know I am naive to it all


Again I obviously don’t know if they haven’t been paid but that’s beside the point right?
They probably have and are just keeping my portion …who knows
 
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addoncase said:
Seasoned folks,
Does it matter if they claim their ability to pay me is based on them being payed by the hospital for these weekend calls?

The first of these shifts was last summer 2023..still haven’t been paid in full for that one, it’s been well over 6mo later can you still use that excuse?

I find it hard to believe the group has just sat idle when they are too owed money?
Something sound fishy? What do I know I am naive to it all

Again I obviously don’t know if they haven’t been paid but that’s beside the point right?
They probably have and are just keeping my portion …who knows
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OP, you are an employee so they are contractually obligated to pay your salary. It doesn’t matter where the money is coming from….even if the money needs to come out of the partners’ pocket.

Please don’t accept their BS excuse as to why they can’t pay you yet.
 
dozitgetchahi said:
Look, this has happened before - I’ve seen it. I’ve seen rival crosstown PPs start reporting each others docs to the PHP to try to get an edge. The end result is more like “mutually assured destruction” than anything else. Making these types of reports is truly a nuclear option - and once you fire off that first nuke, things proceed in unpredictable and dangerous ways. Even with a good lawyer, there will likely be a massive, time consuming, expensive mess to clean up for yourself.

First priority for OP here is to find another job and GTFO. I would only look to make this type of report as a “defensive” measure, if provoked - or if I knew of clearly illegal or unscrupulous behavior going on that warranted a mandated report.
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What’s PHP?
 
addoncase said:
Seasoned folks,
Does it matter if they claim their ability to pay me is based on them being payed by the hospital for these weekend calls?

The first of these shifts was last summer 2023..still haven’t been paid in full for that one, it’s been well over 6mo later can you still use that excuse?

I find it hard to believe the group has just sat idle when they are too owed money? If they are owed that much money for just me as an individual,I can’t imagine how much the hospital owes the group since we are the only group that provides weekend Anes services to this hospital. Sitting idle with that much money owed?

Something sounds fishy? What do I know I am naive to it all


Again I obviously don’t know if they haven’t been paid but that’s beside the point right?
They probably have and are just keeping my portion …who knows
Click to expand...

Are you still obligated to pay your mortgage if your job doesn’t pay you your salary? There’s your answer.
 
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