Looking for advice from those who may have experienced something similar or know about legal rights of residents:
I belong to a very small residency program in a surgical field. We have lost one resident this year, have one resident who is unexpectedly unable to work for an undefined amount of time, and a third resident who will be going on maternity leave shortly. A larger program might be able to absorb this loss, but for us, it results in a dramatic change in work load. So far, our program has tried some stop gap measures, but none have resulted in an increase in the number of people taking primary call. The end result is, the remaining few residents are having to take the extra primary call of those who are gone. Seniors are taking the amount of call a typical PGY2 or 3 would be taking, our PGY2 has likely been breaking work hour restrictions for the past few months, and all of use are losing out on education/research because we are taking so much primary call. We are several months into this "temporary" situation, which is only getting worse.
My hope is that we can find a solution through hiring additional residents, but our program has been slow to find replacements. It's also the holidays, so all the pending paperwork is only prolonging things. With the upcoming (and also unpredictable) maternity leave, we are all losing a lot of sleep over our situation and some of the existing residents are actively looking for other residency spots.
Who can help us in this situation?
If our program really cannot find a solution, like ASAP, I'm not even sure which organization to go to for help (ACGME, my hospital's GME, the governing body for my specialty?). I'm not interested in leaving my program out to dry, and turning it into a malignant relationship, because I do think they've been trying. They've also been reaching out to us for possible solutions, but... we are still being asked to take more and more primary call as residents are dropping by the wayside, with no backup plan or room for anyone to even get the flu at this point. Suggestions?
I belong to a very small residency program in a surgical field. We have lost one resident this year, have one resident who is unexpectedly unable to work for an undefined amount of time, and a third resident who will be going on maternity leave shortly. A larger program might be able to absorb this loss, but for us, it results in a dramatic change in work load. So far, our program has tried some stop gap measures, but none have resulted in an increase in the number of people taking primary call. The end result is, the remaining few residents are having to take the extra primary call of those who are gone. Seniors are taking the amount of call a typical PGY2 or 3 would be taking, our PGY2 has likely been breaking work hour restrictions for the past few months, and all of use are losing out on education/research because we are taking so much primary call. We are several months into this "temporary" situation, which is only getting worse.
My hope is that we can find a solution through hiring additional residents, but our program has been slow to find replacements. It's also the holidays, so all the pending paperwork is only prolonging things. With the upcoming (and also unpredictable) maternity leave, we are all losing a lot of sleep over our situation and some of the existing residents are actively looking for other residency spots.
Who can help us in this situation?
If our program really cannot find a solution, like ASAP, I'm not even sure which organization to go to for help (ACGME, my hospital's GME, the governing body for my specialty?). I'm not interested in leaving my program out to dry, and turning it into a malignant relationship, because I do think they've been trying. They've also been reaching out to us for possible solutions, but... we are still being asked to take more and more primary call as residents are dropping by the wayside, with no backup plan or room for anyone to even get the flu at this point. Suggestions?