Home Infusion Issues

[AwptimusPrime]

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Hello, I apologize in advance for the length of this post, but I am looking for some insights from current home infusion pharmacists.

I recently made the switch from retail pharmacy to working for an independent home infusion pharmacy. Being that this is an independent, I have slowly realized that a lot of things are "swept under the rug" so I am curious about policies and procedures at other home infusion pharmacies. I have a lot of buddies in retail so I can compare the big 3 chains. However, I am just getting my feet wet in home infusion. If you are not willing to share publicly, please PM me!

1. Hours: Pharmacists at the company are salaried so my pay is based on 40 hrs/week. At this time we do not have split shifts, so both the other pharmacist and I come in around 8ish and do not end up leaving until about 530-6pm. Technicians, who are hourly, will leave right on the dot...after their 8 hours shift. Therefore I am working at least 9 hours each day in an effort to get everything done each day. My questions is whether or not I should request "exempt" employee status so that I am getting paid for the total hours I work. At the current pace I am on track to lose at least 5 hours pay each week. Is working extra hours commonplace?

2. On-call: The other pharmacist and I will be swapping on-call evening/weekend duties every 2 weeks. Up until now, the other pharmacist was on-call all the time! At this point, we barely get any calls on weekday evenings, so I am not worried about that. However, weekends the other pharmacist mentions that he has had to come in on occassion. How does your employer pay you for on-call? For example $300 per weekend + hourly pay if you have to come in the office? My worry is that this will be "swept under the rug" and I will not be getting paid for on-call weekends.

3. State Licenses: Currently we are only licensed in about 10 states and the obvious goal is to obtain a license in all 50 states. For the most part we are applying for out-of state applications, but some states require a pharmacist to be licensed in the state as well. I was informed that the company would like me to get licensed in some other states and they verbally told me that they will pay for all fees. Is there something else I should consider? Payment of biennial renewal fees? Part of me wants to request stake in sales for that state since my license would be the only way the company can do business in that state. How is this handled by your employer?

Appreciate any insights!

 

[CetiAlphaFive]

Hello, I apologize in advance for the length of this post, but I am looking for some insights from current home infusion pharmacists.

I recently made the switch from retail pharmacy to working for an independent home infusion pharmacy. Being that this is an independent, I have slowly realized that a lot of things are "swept under the rug" so I am curious about policies and procedures at other home infusion pharmacies. I have a lot of buddies in retail so I can compare the big 3 chains. However, I am just getting my feet wet in home infusion. If you are not willing to share publicly, please PM me!

1. Hours: Pharmacists at the company are salaried so my pay is based on 40 hrs/week. At this time we do not have split shifts, so both the other pharmacist and I come in around 8ish and do not end up leaving until about 530-6pm. Technicians, who are hourly, will leave right on the dot...after their 8 hours shift. Therefore I am working at least 9 hours each day in an effort to get everything done each day. My questions is whether or not I should request "exempt" employee status so that I am getting paid for the total hours I work. At the current pace I am on track to lose at least 5 hours pay each week. Is working extra hours commonplace?

2. On-call: The other pharmacist and I will be swapping on-call evening/weekend duties every 2 weeks. Up until now, the other pharmacist was on-call all the time! At this point, we barely get any calls on weekday evenings, so I am not worried about that. However, weekends the other pharmacist mentions that he has had to come in on occassion. How does your employer pay you for on-call? For example $300 per weekend + hourly pay if you have to come in the office? My worry is that this will be "swept under the rug" and I will not be getting paid for on-call weekends.

3. State Licenses: Currently we are only licensed in about 10 states and the obvious goal is to obtain a license in all 50 states. For the most part we are applying for out-of state applications, but some states require a pharmacist to be licensed in the state as well. I was informed that the company would like me to get licensed in some other states and they verbally told me that they will pay for all fees. Is there something else I should consider? Payment of biennial renewal fees? Part of me wants to request stake in sales for that state since my license would be the only way the company can do business in that state. How is this handled by your employer?

Appreciate any insights!

Is the owner the PIC?

Did they not provide you with a contract, etc?

 

[AwptimusPrime]

Is the owner the PIC?

Did they not provide you with a contract, etc?

The owner is the PIC in the state of our physical location, but the other staff is PIC for some out of state licenses. The owner is mainly involved in managerial duties and rarely processes scripts.

I will be signing a contract shortly (just started full time, was previously part time) so I don't want to sell myself short...which is why I made the thread

 

[M0df]

1. I'm not in home infusion business but I don't see anything 'shady' or anything 'swept under the rug' in your post. I mean, PIC and staff tend to be salaried and this 'off the clock' work may or may not be part of expectations from your employer to do the job. If I'm extremely efficient at locking up the place where I work (mostly due because I don't have front store to take care of registers anymore), I leave 10-15 minutes after scheduled time. If I'm not, then obviously it takes longer. From my point of view, you will have hard time getting these owners pay you for anything after 5pm. The precedent is already set in the other pharmacist. They probably want more of the same from you.

2. You need to be compensated for on call. But again, did you ask the other pharmacist yet?

3. Sounds like it is a requirement for you to be licensed in other states. Are you considering asking for % of sales in states you will be licensed? That seems like a definite no to me unless they can't find anyone else to do your job.

 

[AwptimusPrime]

1. I'm not in home infusion business but I don't see anything 'shady' or anything 'swept under the rug' in your post. I mean, PIC and staff tend to be salaried and this 'off the clock' work may or may not be part of expectations from your employer to do the job. If I'm extremely efficient at locking up the place where I work (mostly due because I don't have front store to take care of registers anymore), I leave 10-15 minutes after scheduled time. If I'm not, then obviously it takes longer. From my point of view, you will have hard time getting these owners pay you for anything after 5pm. The precedent is already set in the other pharmacist. They probably want more of the same from you.

2. You need to be compensated for on call. But again, did you ask the other pharmacist yet?

3. Sounds like it is a requirement for you to be licensed in other states. Are you considering asking for % of sales in states you will be licensed? That seems like a definite no to me unless they can't find anyone else to do your job.

1. So the pharmacy is open for 11 hours. Typically I will work 8-6pm. We have care coordinators til close, but evening on-call starts when the pharmacist leaves. Working 8 to 6 I'm working at least 1.5 extra hours per day.

2. What's a reasonable on-call pay contract?

3. I wasn't going to ask for %sales but I was curious if there's any bargaining power in regards to getting additional state licenses. My biggest concern is moving on to another job years down the line and paying unnecessary fees to maintain state licenses

 

[M0df]

2. I have seen a couple models for being paid for on-call. Not necessarily in pharmacy. In one setting (physicians), they would get x amount a year tagged on to their base salary if they are interested in doing on-call. I also see techs in medical field being on-call. They get called in if needed. Their extra pay (I assume OT at that point or differential) would start as soon as they clock in. Your case again will depend on the other pharmacist. There is also going to be difference between coming in and/or just answering a question or two over the phone. It is hard to imagine that he is not compensated somehow. You need to have a good talk with him otherwise you have no leverage in your position, especially that you already moved up from part to full time now. Most of the negotiation to be had (if there is any) is before you agree to take the job.

3. There is no way for you to maintain licenses in all those states if your job will not pay for it or your next job doesn't require it. After you are licensed (obviously expensive), you will be tagged from $50-$300+ every 2 years to renew them. Not to mention CE maintenance headache.

 

[BidingMyTime]

At the current pace I am on track to lose at least 5 hours pay each week. Is working extra hours commonplace?

In pharmacy? Lets just say its not uncommon. Should you ask for exempt status? Not if you want to keep your job. Realistically, pharmacy isn't that bad, most salaried positions put in a lot more extra hours than 5/week.

[ For example $300 per weekend + hourly pay if you have to come in the office? My worry is that this will be "swept under the rug" and I will not be getting paid for on-call weekends.

Hahahahaha! With many pharmacy jobs, the on-call pay is considered part of your salary, plus hourly & overtime rate if you actually have to come in.

Is there something else I should consider? Payment of biennial renewal fees? Part of me wants to request stake in sales for that state since my license would be the only way the company can do business in that state. How is this handled by your employer?

That is definitely something you could try to negotiate. Obviously, the company should plan to pay for your license renewals, it certainly wouldn't hurt to ask for the extra compensation, since you will have to spend extra time studying to pass the law exam and keeping up with CE requirements for each state. Since your company desires having a pharmacist licensed in many different states, they would surely be willing to meet reasonable requests for extra compensation.