CME Disclosure. Accreditation Statement. Designation of Credit. Disclosure Policy

Size: px
Start display at page:

Download "CME Disclosure. Accreditation Statement. Designation of Credit. Disclosure Policy"

Transcription

1 CME Disclosure Accreditation Statement Studer Group is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians. Designation of Credit Studer Group designates this educational event for a maximum of 12 AMA PRA Category 1 Credits. Physicians should only claim credit commensurate with the extent of their participation in the educational event. Disclosure Policy Dr. Gerald Hickson has disclosed that he does not have any relevant financial relationships with any commercial interests related to the content of this educational event.

2 Discouraging Disruptive Behavior: It starts with a Cup of Coffee! Gerald B. Hickson, MD Associate Dean for Clinical Affairs Director, Clinical Risk Reduction and Loss Prevention Director, Center for Patient and Professional Advocacy Center for Patient & Professional Advocacy Vanderbilt University Medical Center, Nashville, TN

3 Presentation Objectives Recognize disruptive behavior Understand the benefits of addressing disruptive behavior Skills training in the Cup of Coffee conversation model for addressing disruptive behavior

4 About Vanderbilt and other Nashville hospitals: You take your kids there or go if you ve got some rare disease or if you are about to die otherwise, you should go to 4

5 Consumer Hospital Preference* Davidson County, TN 1996: Vanderbilt University Medical Center 4 th at 7.8%, just above uncertain Since 2006: VUMC #1 and the gap between VUMC and others is growing *Based on a survey of 1,900 households 5

6 So, why did the transformation occur? 6

7 Things We Did Right Invested in biomedical informatics Set goals for the clinical/academic enterprise Committed to service renewal - ELEVATE Studer Group Committed to a culture of non - tolerance for special colleagues 7

8 Case: I wish you would You are a who observes (Special Colleague) walking out of a patient s room and hears him/her say to the patient and family, I wish you would get your act together and quit using resources that we could use for others. How might a member of your team react/respond if they witnessed this event? 8

9 So, such events are just going to happen, right? Yes, but 9

10 What constitutes disruptive behavior? 10

11 Definition of Disruptive Behavior Behavior that interferes with work or creates a hostile environment, e.g.: verbal abuse, sexual harassment, yelling, profanity, vulgarity, threatening words/actions; unwelcome physical contact; threats of harm; behavior reasonably interpreted as intimidating; passive aggressive behaviors: e.g., sabotage and bad-mouthing colleagues or organization behavior that creates stressful environments and interferes with others effective functioning Vanderbilt University and Medical Center Policy #HR

12 12

13 Why bother dealing with disruptive behavior? 13

14 Consequences of Disruptive Conduct: Patient Perspective Lawsuits (tip of the iceberg) Drop out, leaving AMA Errors Voiced Complaints Non adherence/ noncompliance Bad-mouthing the practice to others 14

15 Consequences of Disruptive Conduct: Nursing Perspective Harassment suits (tip of the iceberg) Lack of retention Errors Burnout Jousting 15

16 If the case in question occurred in your hospital, how often would a member of your team: Offer service recovery to the patient or family? Speak to the colleague? 16

17 Why are we so hesitant to act? 17

18 HR Officer: Why didn't you address their disruptive behavior? Nurse Manager: If she leaves, I lose my most senior nurse. 18

19 I think the nurses contributed to his frustration. We can t do anything, we ll get sued. Just talk to him. I m sure he didn t mean it. The nurses are against him. 19

20 Infrastructure for Addressing Unprofessional Behavior (UB) 20 Leadership commitment Supportive institutional policies Surveillance tools to capture pt/staff allegations Model to guide graduated interventions Processes for reviewing allegations Multi-level professional/leader training Resources to help disruptive colleagues Resources to help disrupted staff and patients Hickson GB, Pichert JW, Webb LE, Gabbe SG. A Complementary Approach to Promoting Professionalism: Identifying, Measuring and Addressing Unprofessional Behaviors. Academic Medicine. November, 2007.

21 Disruptive Behavior Pyramid Hickson GB, Pichert JW, Webb LE, Gabbe SG, Acad Med, Nov, 2007 No Pattern persists Apparent pattern Level 3 "Disciplinary" Intervention Level 2 "Authority" Intervention Level 1 "Awareness" Intervention Single unprofessional" incidents (merit?) Vast majority of professionals-no issues "Informal" Cup of Coffee Intervention Mandated Issues

22 The Why and How of Dealing with Special Colleagues: Discouraging Disruptive Behavior Training: 3 Critical Conversations: Informal: Cup of Coffee Conversation Awareness: An Awareness Visit Authority: EDICTS Conversation 22

23 If such an event occurred, how might a member of your team respond? Have a cup of coffee 23

24 What might an informal intervention - a cup of coffee conversation - sound/look like? Can anyone have these conversations with anyone? 24

25 Principles for Informal Conversations Your role is to report an event. It s not a control contest ( I am coming to you as a colleague ) Approach using same principles as for sharing bad news to patients You are letting the colleague know that the institution has eyes and ears (surveillance) Beware of tendency to downplay seriousness. Balance empathy and objectivity. Know message and stay on message Know your natural default 25

26 Opening the Conversation Offer appreciation (if you can): You re important, if you weren't, I wouldn't... I heard, I saw, I received Briefly review incident in as much detail as appropriate Wait/ask for colleague's view Respond to questions, concerns 26

27 Ending the Discussion Appreciation, affirmation Empathy: Now I feel I understand...but " Accountability: "But we've all got to respond professionally..." Reminder: incident did not appear consistent with..." If asked, coach: "reflect on the issues, think about ways to prevent recurrence." Assure: conversation confidential, known only to Follow-up: I am confident it won t be necessary, but..." 27

28 Anticipate Various Reactions Rationalizations, explanations of behavior Acceptance, professionalism Denial, anger, Narcissistic hurt End-around the chain of command Requests for help with change Many others 28

29 A Cup of Coffee Conversation Is Not: A control contest Therapy (for the individual or yourself) A hierarchical conversation An enabling conversation An opportunity to address multiple other issues

30 Now it s your turn 30

31 One Role Play Scenario Divide yourselves into groups of three Each group of three is given a packet of handouts A professional who has behaved badly A messenger An observer 31

32 What did you experience? Observe?

33 What if the behavior recurs?

34 Disruptive Behavior Pyramid Hickson GB, Pichert JW, Webb LE, Gabbe SG, Acad Med, Nov, 2007 No Pattern persists Apparent pattern Level 3 "Disciplinary" Intervention Level 2 "Authority" Intervention Level 1 "Awareness" Intervention Single unprofessional" incidents (merit?) Vast majority of professionals-no issues "Informal" Cup of Coffee Intervention Mandated Issues

35 And if you bump it up a notch, does any of this really work?

36 PARS Progress Report Results for those with follow-up data: Improved 228 (58%) Unimproved/worse 79 (20%) Departed the medical group 89 (22%) Total follow-up results 396 Pichert JW, Hickson GB, Moore IN: Using Patient Complaints to Promote Patient Safety. In: AHRQ (Eds). Advances in Patient Safety: New Directions and Alternative Approaches, 2008.

37 If we act, is there a return on investment? 37

38 PARS Outcomes Summary 60% of physicians receiving interventions reduce risk scores by median of 78% Vanderbilt pilot study showed 49% reductions in risk management payouts for physicians intervened upon vs. no change for those give no intervention (ROI at Vanderbilt has been at least 5-1) Pichert JW, Hickson GB, Moore IN: Using Patient Complaints to Promote Patient Safety. In: AHRQ (Eds). Advances in Patient Safety: New Directions and Alternative Approaches,

39 Tom Magliozzi Ray Magliozzi 39

40 Upcoming CPPA Conferences The Why and How of Dealing with Special Colleagues: Discouraging Disruptive Behavior June 18-19, 2009; October 29-30, 2009 The How and When of Communicating Adverse Outcomes and Errors August 6-7, 2009; March 4-5,

Addressing the "Untouchables": The Case of Dr. X Gerald B. Hickson, MD and William O. Cooper, MD, MPH

Addressing the Untouchables: The Case of Dr. X Gerald B. Hickson, MD and William O. Cooper, MD, MPH Addressing the "Untouchables": The Case of Dr. X William O. Cooper, MD, MPH Cornelius Vanderbilt Professor of Pediatrics and Health Policy Associate Dean for Faculty Affairs Director of Vanderbilt Center

More information

Objectives. Speaker Disclosure: Copyright Disclosure. Addressing the "Untouchables": The Case of Dr. X

Objectives. Speaker Disclosure: Copyright Disclosure. Addressing the Untouchables: The Case of Dr. X Objectives Addressing the "Untouchables": The Case of Dr. X William O. Cooper, MD, MPH Cornelius Vanderbilt Professor of Pediatrics and Health Policy Associate Dean for Faculty Affairs Director of Vanderbilt

More information

Addressing Behaviors that Undermine Safety Culture

Addressing Behaviors that Undermine Safety Culture Session Code: L10 Presenters have nothing to disclose Session Objectives Addressing Behaviors that Undermine Safety Culture Gerald B. Hickson, MD Sr. Vice President for Quality, Safety and Risk Prevention

More information

Gerald B. Hickson, MD Vanderbilt University Medical Center

Gerald B. Hickson, MD Vanderbilt University Medical Center Financial Disclosure Addressing Behaviors that Undermine a Culture of Safety Sr. Vice President for Quality, Safety and Risk Prevention Assistant Vice Chancellor for Health Affairs Joseph C. Ross Chair

More information

This policy applies to: Stanford Hospital and Clinics Lucile Packard Children s Hospital Name of Policy: Committee for Professionalism

This policy applies to: Stanford Hospital and Clinics Lucile Packard Children s Hospital Name of Policy: Committee for Professionalism Page 1 of 12 I. PURPOSE The SHC and LPCH s have a statutory responsibility for the quality of care delivered to our patients. The primary responsibility for this resides with the Medical Executive Committees

More information

Practical Approaches to Establishing a Culture of Safety*

Practical Approaches to Establishing a Culture of Safety* Practical Approaches to Establishing a Culture of Safety* Leading the Transformation to High-Reliability Care IHI National Forum 8 December 2014 Gregg S. Meyer, MD, MSc Chief Clinical Officer, Partners

More information

Promoting Reliability: It takes a Plan

Promoting Reliability: It takes a Plan Promoting Reliability Case: Got to go Promoting Reliability: It takes a Plan Gerald B. Hickson, MD Joseph C. Ross Chair in Medical Education and Administration Associate Dean for Clinical Affairs Director,

More information

The Royal Australasian College of Surgeons. Complaints User Guide

The Royal Australasian College of Surgeons. Complaints User Guide The Royal Australasian College of Surgeons Complaints User Guide Contents Complaints user guide 2 Thinking of making a complaint? 3 RACS complaints management framework: some examples 3 Now your complaint

More information

Resiliency: Building Individuals and Culture to Keep the Joy in the Job

Resiliency: Building Individuals and Culture to Keep the Joy in the Job Resiliency: Building Individuals and Culture to Keep the Joy in the Job A Train the Trainer Workshop Charlene M. Dewey, M.D., M.Ed., FACP Assistant Dean for Educator Development Director, Educator Development

More information

When Staff Clash! VPH Nursing Grand Rounds. March 20, 2012 Joyce Streeter RN-BC Margie Gale, RN, MSN, CEAP

When Staff Clash! VPH Nursing Grand Rounds. March 20, 2012 Joyce Streeter RN-BC Margie Gale, RN, MSN, CEAP When Staff Clash! VPH Nursing Grand Rounds March 20, 2012 Joyce Streeter RN-BC Margie Gale, RN, MSN, CEAP Triad of Staff Conflict Work Environment Workload / Staffing Ratio Team Ability Coping Style Stress

More information

The Impact of Disruptive Behavior on Patient Care and Practice, and Strategies to Mitigate Risks

The Impact of Disruptive Behavior on Patient Care and Practice, and Strategies to Mitigate Risks The Impact of Disruptive Behavior on Patient Care and Practice, and Strategies to Mitigate Risks Today s Moderator Today s moderator is Rachel Rosen, RN, MSN, Senior Clinical Risk Management Consultant,

More information

KU MED Intranet: Corporate Policy and Procedures Page 1 of 6

KU MED Intranet: Corporate Policy and Procedures Page 1 of 6 KU MED Intranet: Corporate Policy and Procedures Page 1 of 6 Section: Policies Originating Volume: Medical Staff Title: Medical Staff Inappropriate Behavior Revised/Reviewed Date: 03/11/2003, 5/11/2004,

More information

PBI Medical Ethics and Professionalism AN ETHICS PROTECTION, VIOLATION PREVENTION COURSE

PBI Medical Ethics and Professionalism AN ETHICS PROTECTION, VIOLATION PREVENTION COURSE PBI Medical Ethics and Professionalism AN ETHICS PROTECTION, VIOLATION PREVENTION COURSE Year Round Availability IN JOINT PROVIDERSHIP WITH THE UNIVERSITY OF CALIFORNIA, IRVINE SCHOOL OF MEDICINE OFFICE

More information

Notice of Privacy Practices

Notice of Privacy Practices Page 1 of 8 Notice of Privacy Practices Effective September 1, 2013 This Notice tells how your medical information may be used or shared. It also tells how you can get your information. Please read it

More information

Samaritan Pacific Communities Hospital Stephen Hale M.D., Verda Hale R.N.,M.S.N.

Samaritan Pacific Communities Hospital Stephen Hale M.D., Verda Hale R.N.,M.S.N. Samaritan Pacific Communities Hospital Stephen Hale M.D., Verda Hale R.N.,M.S.N. June 25, 2013 About Us Samaritan Pacific Communities Hospital provides health care for residents and tourists throughout

More information

PROMOTING PROFESSIONALISM

PROMOTING PROFESSIONALISM In Partnership With: University of Pennsylvania Health System PROMOTING PROFESSIONALISM Addressing Behaviors that Undermine a Culture of Safety JUNE 12 13, 2015 PHILADELPHIA, PA Dr. X left me, walked out

More information

Disruptive Practitioner Policy

Disruptive Practitioner Policy Medical Staff Policy regarding Disruptive Practitioner Conduct MEC (9/96; 12/05, 6/06; 11/10) YH Board of Directors (10/96; 12/05; 6/06; 12/10; 1/13; 5/15 no revisions) Disruptive Practitioner Policy I.

More information

MEDICAL STAFF BYLAWS APPENDIX C

MEDICAL STAFF BYLAWS APPENDIX C P a g e 1 MEDICAL STAFF BYLAWS APPENDIX C HOSPITAL POLICY REGARDING BEHAVIOR THAT UNDERMINES A CULTURE OF SAFETY For purposes of this policy, "behavior that undermines a culture of safety" is any conduct

More information

SUPERSEDES: New CODE NO SECTION: Physician Services. SUBJECT: Disruptive Practitioner Behavior POLICY & PROCEDURE MANUAL POLICY:

SUPERSEDES: New CODE NO SECTION: Physician Services. SUBJECT: Disruptive Practitioner Behavior POLICY & PROCEDURE MANUAL POLICY: POLICY: The PHT is committed to providing medical care in an environment that is free from disruptive behavior. It is the responsibility of all members of the staff and medical staff of the Public Health

More information

COLLEGE OF PHYSICIANS AND SURGEONS OF NOVA SCOTIA SUMMARY OF DECISION OF INVESTIGATION COMMITTEE D. Dr. Eugene Ignacio License Number

COLLEGE OF PHYSICIANS AND SURGEONS OF NOVA SCOTIA SUMMARY OF DECISION OF INVESTIGATION COMMITTEE D. Dr. Eugene Ignacio License Number COLLEGE OF PHYSICIANS AND SURGEONS OF NOVA SCOTIA SUMMARY OF DECISION OF INVESTIGATION COMMITTEE D Dr. Eugene Ignacio License Number 006894 Investigation Committee D of the College of Physicians and Surgeons

More information

PREVENTION OF VIOLENCE IN THE WORKPLACE

PREVENTION OF VIOLENCE IN THE WORKPLACE POLICY STATEMENT: PREVENTION OF VIOLENCE IN THE WORKPLACE The Canadian Red Cross Society (Society) is committed to providing a safe work environment and recognizes that workplace violence is a health and

More information

Patient name (print) Signature of Patient/ Legal Representative. Relationship to Patient FOR OFFICE USE ONLY

Patient name (print) Signature of Patient/ Legal Representative. Relationship to Patient FOR OFFICE USE ONLY NOTICE OF PRIVACY PRACTICES ACKNOWLEDGEMENT I have received a copy of the VUMC Notice of Privacy Practices. I understand that VUMC has the right to change its Notice of Privacy Practices from time to time

More information

5 TIPS FOR RESPONDING TO ANGRY PATIENTS

5 TIPS FOR RESPONDING TO ANGRY PATIENTS Billing & Reimbursement Revenue Cycle Management 5 TIPS FOR RESPONDING TO ANGRY PATIENTS Billing and Reimbursement for Physician Offices, Ambulatory Surgery Centers and Hospitals Billings & Reimbursements

More information

Applying Documentation Principles. 1. Narrative documentation of client care events will be done where in the client s record?

Applying Documentation Principles. 1. Narrative documentation of client care events will be done where in the client s record? MODULE 5 QUIZ Applying Documentation Principles 1. Narrative documentation of client care events will be done where in the client s record? a. Physician s orders b. Personal directive c. Progress notes

More information

UNHCR s Policy on Harassment, Sexual Harassment, and Abuse of Authority UNHCR

UNHCR s Policy on Harassment, Sexual Harassment, and Abuse of Authority UNHCR UNHCR s Policy on Harassment, Sexual Harassment, and Abuse of Authority UNHCR April 2005 CONTENTS I. INTRODUCTION... 1 POLICY STATEMENT... 2 II. DEFINITIONS... 3 Harassment... 3 Sexual Harassment... 3

More information

Gotcha! The Medical Chart: Anticipating the Lawyer s Review

Gotcha! The Medical Chart: Anticipating the Lawyer s Review Gotcha! The Medical Chart: Anticipating the Lawyer s Review Clinical Professor Division of Emergency Medicine Stanford University School of Medicine Always Remember. What we chart is every bit as important

More information

IN CARE TRUST to 15.00

IN CARE TRUST to 15.00 Trust in care TRUST IN CARE 6 Learning Objectives The purpose of this module is to ensure the dignity of patients and clients is of utmost importance to employees providing/delivering health and social

More information

Six Degrees of Networking Small Group Activity

Six Degrees of Networking Small Group Activity FWA Meeting March 21, 2018 Six Degrees of Networking Small Group Activity Below are discussion questions to generate and share ideas on ways to educate your job seekers about the value of networking. Please

More information

Disruptive Hospital Conduct: How to Effectively Represent Yourself as a Physician or Your Client as a Lawyer

Disruptive Hospital Conduct: How to Effectively Represent Yourself as a Physician or Your Client as a Lawyer Disruptive Hospital Conduct: How to Effectively Represent Yourself as a Physician or Your Client as a Lawyer Margo S. Struthers, JD Partner, Fox Rothschild LLP Sidney S. Welch, JD, MPH Chair, Healthcare

More information

School Security Policy April 2017

School Security Policy April 2017 Somers Park Primary School Non-statutory Policy School Security Policy April 2017 Responsibility: Head Teacher Agreed on: January 2018 Signed: To be reviewed: January 2020 School Security Policy Introduction

More information

An Environment of Integrity. New Faculty Orientation 2016

An Environment of Integrity. New Faculty Orientation 2016 An Environment of Integrity New Faculty Orientation 2016 Integrity in Education Clinical Care Research Speakers for this session: Ann Brown, MD, MHS Vice Dean for Faculty Associate Professor of Medicine

More information

Young House Family Services Professional Boundaries Policy

Young House Family Services Professional Boundaries Policy Reference: ETH 5 Policy Location: Policy and Procedure Manual; Employee Handbook Purpose: The purpose of this policy is to clarify the division between the professional and personal relationships between

More information

Violence In The Workplace

Violence In The Workplace Violence In The Workplace Preventing and Responding to Violence in The Medical Practice Workplace Presented by Tom Loughrey Economedix, LLC From The National Institute of Occupational Safety and Health

More information

III. Dispute Resolution Processes... 9 Time Frame... 9

III. Dispute Resolution Processes... 9 Time Frame... 9 Policy on Workplace Harassment and Abuse of Authority Table of Contents Page I. Definitions... 4 Workplace Harassment... 4 Abuse of Authority...5 Retaliation... 5 Staff Members... 5 Non-Staff Personnel...

More information

The Hippocratic oath in practice: the ethics, challenges and strategies for healthcare worker reporting

The Hippocratic oath in practice: the ethics, challenges and strategies for healthcare worker reporting The Hippocratic oath in practice: the ethics, challenges and strategies for healthcare worker reporting Dr Prinitha Pillay- Rural Health Advocacy Project John Stephens- Section 27 There s really no such

More information

Dr. Kristin Heins, ND Thrive Natural Family Health 110 Eglinton Avenue East, Suite 502 Toronto, Ontario M4P 2Y1 Telephone: (647)

Dr. Kristin Heins, ND Thrive Natural Family Health 110 Eglinton Avenue East, Suite 502 Toronto, Ontario M4P 2Y1 Telephone: (647) Psychotherapy Client Information Today's date: A. Identification Your name: Date of birth: Age: Your nicknames/previous/maiden/aliases: Sex: [ ]Male [ ]Female Gender: Title: [ ]Mr. [ ]Mrs. [ ]Miss [ ]Ms

More information

PATIENT BILL OF RIGHTS & NOTICE OF PRIVACY PRACTICES

PATIENT BILL OF RIGHTS & NOTICE OF PRIVACY PRACTICES Helping People Perform Their Best PRIVACY, RIGHTS AND RESPONSIBILITIES NOTICE PATIENT BILL OF RIGHTS & NOTICE OF PRIVACY PRACTICES Request Additional Information or to Report a Problem If you have questions

More information

Frequently Asked Questions

Frequently Asked Questions 450 Simmons Way #700, Kaysville, UT 84037 (801) 547-9947 unar@davistech.edu www.utahcna.com Frequently Asked Questions UNAR stands for the Utah Nursing Assistant Registry, the agency in charge of the registry

More information

Disclosure Statement. Slide 2. Copyright 2015 Studer Group. Please do not quote or disseminate without Studer Group authorization

Disclosure Statement. Slide 2. Copyright 2015 Studer Group. Please do not quote or disseminate without Studer Group authorization Disclosure Statement Accreditation Statement Studer Group is accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and

More information

LICENSED CLINICAL SOCIAL WORKER-PATIENT SERVICES AGREEMENT

LICENSED CLINICAL SOCIAL WORKER-PATIENT SERVICES AGREEMENT LICENSED CLINICAL SOCIAL WORKER-PATIENT SERVICES AGREEMENT PLEASE KEEP THIS DOCUMENT FOR YOUR RECORDS Welcome to our practice. This document (the Agreement) contains important information about my professional

More information

Reporting an Incident

Reporting an Incident Why we have a procedure? Standard Operating Procedure 1 (SOP 1) Reporting an Incident The Trust acknowledges that, as a large and complex provider of clinical and nonclinical services, things sometimes

More information

Asmall for-profit skilled nursing facility is located in a suburb of a major

Asmall for-profit skilled nursing facility is located in a suburb of a major CASE 1 I Don t Want to Get Fired, But By Frankline Augustin and Louis Rubino Asmall for-profit skilled nursing facility is located in a suburb of a major metropolitan area and is part of a local long-term

More information

OUTPATIENT SERVICES CONTRACT 2018

OUTPATIENT SERVICES CONTRACT 2018 1308 23 rd Street S Fargo, ND 58103 Phone: 701-297-7540 Fax: 701-297-6439 OUTPATIENT SERVICES CONTRACT 2018 Welcome to Benson Psychological Services, PC. This document contains important information about

More information

Resource Library Banque de ressources

Resource Library Banque de ressources Resource Library Banque de ressources SAMPLE POLICY: STAFF SAFETY Sample Community and Health Services Keywords: high risk, safety, home visits, staff safety, client safety, disruptive behavior, refusal

More information

WORKPLACE VIOLENCE. A basic overview for Mission Search healthcare professionals about Workplace Violence

WORKPLACE VIOLENCE. A basic overview for Mission Search healthcare professionals about Workplace Violence WORKPLACE VIOLENCE A basic overview for Mission Search healthcare professionals about Workplace Violence WORKPLACE VIOLENCE Workplace Violence Watch your surroundings, watch your activities, watch people,

More information

Welcome to LifeWorks NW.

Welcome to LifeWorks NW. Welcome to LifeWorks NW. Everyone needs help at times, and we are glad to be here to provide support for you. We would like your time with us to be the best possible. Asking for help with an addiction

More information

Effective Date: 08/19/2004 TITLE: MEDICAL STAFF CODE OF CONDUCT - POLICY ON DISRUPTIVE PHYSICIAN

Effective Date: 08/19/2004 TITLE: MEDICAL STAFF CODE OF CONDUCT - POLICY ON DISRUPTIVE PHYSICIAN MEDICAL STAFF POLICY & PROCEDURE Page 1 of 5 Effective Date: 08/19/2004 Review/Revised: 09/02/2011 Policy No. MSP 014 TITLE: MEDICAL STAFF CODE OF CONDUCT - POLICY ON DISRUPTIVE PHYSICIAN REFERENCE: MCP

More information

Drafting, Implementing, and Enforcing No Contact Orders for Sexual Violence Victims on College Campuses

Drafting, Implementing, and Enforcing No Contact Orders for Sexual Violence Victims on College Campuses 1 Where to Start: Drafting, Implementing, and Enforcing No Contact Orders for Sexual Violence Victims on College Campuses The Victim Rights Law Center s Where to Start series is a resource for administrators

More information

-MRB Statements & Resources

-MRB Statements & Resources Medical Review Board Statement Right to Choose a Physician -MRB Statements & Resources Purpose As the quality management body representing ESRD Network 18, the Medical Review Board (MRB) would like you

More information

SafetyFirst: The Journey to High Reliability

SafetyFirst: The Journey to High Reliability SafetyFirst: The Journey to High Reliability Course Audio Transcript Module 1: Navigating SafetyFirst: The Journey to High Reliability Welcome Welcome to SafetyFirst: The Journey to High Reliability. This

More information

Equal Employment Opportunity/Affirmative Action Policy Statement

Equal Employment Opportunity/Affirmative Action Policy Statement Equal Employment Opportunity/Affirmative Action Policy Statement It is the policy of Fastenal Company to provide equal employment opportunity / affirmative action to all employees and applicants for employment

More information

Workplace Violence & Harassment Policy Final Draft August 3, 2016 Date Approved October 1, 2016

Workplace Violence & Harassment Policy Final Draft August 3, 2016 Date Approved October 1, 2016 Workplace Violence & Harassment Policy Final Draft August 3, 2016 Date Approved October 1, 2016 Purpose To ensure that volunteers engage with Volunteer Toronto in an environment that is free from violence

More information

Workplace Civility. Vanderbilt University USAC March 25, 2014 Margie Gale, RN, MSN, CEAP. Nurse Wellness Specialist Vanderbilt University

Workplace Civility. Vanderbilt University USAC March 25, 2014 Margie Gale, RN, MSN, CEAP. Nurse Wellness Specialist Vanderbilt University Workplace Civility Vanderbilt University USAC March 25, 2014 Margie Gale, RN, MSN, CEAP Nurse Wellness Specialist Vanderbilt University Workplace Violence is not my job Prevention Is! March 25, 2014 Part

More information

Teacher Learner Relationship For all Faculty and SMHS Students

Teacher Learner Relationship For all Faculty and SMHS Students Teacher Learner Relationship For all Faculty and SMHS Students Section: 2 and 4 Policy number: 2.5 and 4.12 Responsible Office: Office of Student Affairs and Admissions Issued: 05.04.15 Latest Review:

More information

Civility and Nursing Practice: Let s Talk About Bullying

Civility and Nursing Practice: Let s Talk About Bullying Civility and Nursing Practice: Let s Talk About Bullying Professional Practice Nursing Maxine Power-Murrin March 2015 A rose by any other name... Lateral violence Horizontal violence Bullying Intimidation

More information

Sandra V Heinsz, Ph.D. Informed Consent Services Agreement

Sandra V Heinsz, Ph.D. Informed Consent Services Agreement Welcome to my practice. This document (the Agreement) contains important information about my professional services and business policies. It also contains summary information about the Health Insurance

More information

Page 1 of 6 Home > Policies & Procedures > Administrative Documents > Staff Safety Manual - General > Violence Prevention Disclaimer: the information contained in this document is for educational purposes

More information

Dilemmas In Communication: Hospital Medicine

Dilemmas In Communication: Hospital Medicine Dilemmas In Communication: Hospital Medicine Patrick Kneeland, MD Executive Medical Director for Patient and Provider Experience UCHealth Director of Quality, Safety, and Experience Division of Hospital

More information

UNITED STATES DEPARTMENT OF EDUCATION

UNITED STATES DEPARTMENT OF EDUCATION UNITED STATES DEPARTMENT OF EDUCATION OFFICE FOR CIVIL RIGHTS April 24, 2015 THE ASSISTANT SECRETARY Dear Colleague: I write to remind you that all school districts, colleges, and universities receiving

More information

NOTICE OF PRIVACY PRACTICE UNIVERSITY OF CALIFORNIA SAN FRANCISCO DENTAL CENTER

NOTICE OF PRIVACY PRACTICE UNIVERSITY OF CALIFORNIA SAN FRANCISCO DENTAL CENTER Effective Date: February 1, 2018 NOTICE OF PRIVACY PRACTICE UNIVERSITY OF CALIFORNIA SAN FRANCISCO DENTAL CENTER THIS NOTICE DESCRIBES HOW HEALTH INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW

More information

SCRIBES, SMAS AND INCIDENT T0

SCRIBES, SMAS AND INCIDENT T0 SCRIBES, SMAS AND INCIDENT T0 Andrew R. McCulllough, MD In Transit Objectives Convince you to: Use Scribes Use Shared Medical Appointments Stop using Incident To The Facts of Life as a Physician Burnout

More information

Improving the Patient s Perception of Care in the Ambulatory Clinic Setting. Maggie Thompson, BA Service Excellence Manager, MUSC (Charleston, SC)

Improving the Patient s Perception of Care in the Ambulatory Clinic Setting. Maggie Thompson, BA Service Excellence Manager, MUSC (Charleston, SC) CME Disclosure Accreditation Statement Studer Group is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians. i Designation

More information

Aggressive and Violent Behaviour Safety Policy

Aggressive and Violent Behaviour Safety Policy Aggressive and Violent Behaviour Safety Policy St Thomas More s Catholic Primary School This policy sets out the management of Aggressive and Violent Behaviour in the school, including responsibilities,

More information

UPMC Passavant. Medical Staff & Other Health Professional Staff. Standards of Conduct and Professional Ethics

UPMC Passavant. Medical Staff & Other Health Professional Staff. Standards of Conduct and Professional Ethics UPMC Passavant Medical Staff & Other Health Professional Staff Standards of Conduct and Professional Ethics STANDARDS OF CONDUCT AND PROFESSIONAL ETHICS Each member of the Medical Staff and Other Health

More information

EQUAL OPPORTUNITY & ANTI DISCRIMINATION POLICY. Equal Opportunity & Anti Discrimination Policy Document Number: HR Ver 4

EQUAL OPPORTUNITY & ANTI DISCRIMINATION POLICY. Equal Opportunity & Anti Discrimination Policy Document Number: HR Ver 4 Equal Opportunity & Anti Discrimination Policy Document Number: HR005 002 Ver 4 Approved by Senior Leadership Team Page 1 of 11 POLICY OWNER: Director of Human Resources PURPOSE: The purpose of this policy

More information

I. TITLE: MEDICAL STAFF CODE OF CONDUCT MEDICAL STAFF SERVICES

I. TITLE: MEDICAL STAFF CODE OF CONDUCT MEDICAL STAFF SERVICES Policy Manual: Administration/Operational Manual Section: Medical Staff - Policies Policy Number: MSS-100-104 Effective Date: October 26, 2015 Supersedes: January 2009 Reviewed Date: October 26, 2015 I.

More information

DEPARTMENT OF THE ARMY HEADQUARTERS, 2D INFANTRY DIVISIONIROK-US COMBINED DIVISION UNIT #15041 APO, AP

DEPARTMENT OF THE ARMY HEADQUARTERS, 2D INFANTRY DIVISIONIROK-US COMBINED DIVISION UNIT #15041 APO, AP DEPARTMENT OF THE ARMY HEADQUARTERS, 2D INFANTRY DIVISIONIROK-US COMBINED DIVISION UNIT #15041 APO, AP 96258-5041 EAID-CG JUN 2 2 2018 MEMORANDUM FOR SEE DISTRIBUTION 1. References. See Enclosure 1. 2.

More information

Pain Specialists of Greater Chicago Notice of Privacy Practices

Pain Specialists of Greater Chicago Notice of Privacy Practices 1 Pain Specialists of Greater Chicago Notice of Privacy Practices This notice describes how medical information about you may be used and disclosed and how you can get access to this information. Please

More information

Effective Management of Complaints and Grievances

Effective Management of Complaints and Grievances October 7, 2016 Effective Management of Complaints and Grievances Jennifer Comerford, MJ, OTR/L, CHC, HEM Senior Risk Management Analyst My Own Experiences Provider Family member Manager True or False???

More information

Counseling Disclosure Statement

Counseling Disclosure Statement Mary Peters, MA, LMHC, PS, Inc. State Of Washington Licensed Counselor, LC00046555 NPI 1568570612 EIN 80-0357363 631 5 th Street, Suite 201 Mukilteo, WA 98275 Counseling Disclosure Statement Thank you

More information

Psychologist-Patient Services Agreement

Psychologist-Patient Services Agreement Psychologist-Patient Services Agreement Welcome! This document contains important information about my professional services and business policies. This document also contains a brief summary of information

More information

LSU Health Sciences Center New Orleans Workplace Violence Prevention Plan

LSU Health Sciences Center New Orleans Workplace Violence Prevention Plan LSU Health Sciences Center New Orleans Workplace Violence Prevention Plan Effective January 1, 1998 Governor Mike J. Foster, Jr., of the State of Louisiana issued Executive Order MJF 97-15 effective March

More information

Staff member: an individual in an employment relationship with CYM or a contractor who is paid for services.

Staff member: an individual in an employment relationship with CYM or a contractor who is paid for services. 13. 1 POLICY TO ADDRESS WORKPLACE HARASSMENT AND DISCRIMINATION 13.1 Policy Statement This policy is applicable to all persons in the CYM organization; those employed by the organization, those contracted

More information

Basic Information. Date: Patient s Name: Address:

Basic Information. Date: Patient s Name: Address: 1 Basic Information : Patient s Name: Address: Home Phone: Work Phone: Cell Phone: Email: Age: Birth : Marital Status: Occupation: Educational History: Name, Address and Phone of Child s School Counselor

More information

Johns Hopkins Notice of Privacy Practices for Health Care Providers

Johns Hopkins Notice of Privacy Practices for Health Care Providers Johns Hopkins Notice of Privacy Practices for Health Care Providers This notice describes how medical information about you may be used and disclosed and how you can get access to this information. Please

More information

Learn Connect Succeed. JCAHPO Regional Meetings 2015

Learn Connect Succeed. JCAHPO Regional Meetings 2015 Learn Connect Succeed JCAHPO Regional Meetings 2015 Disclosures Identify and Manage Unhappy Patients Anne Menke, RN, PhD, has no financial disclosures. Anne M. Menke, RN, PhD FSO JCAHPO June 27, 2015 Why

More information

Communication and Medical Malpractice

Communication and Medical Malpractice and Medical Malpractice Martin J. Stillman, M.D., J.D., F.A.C.P., F.C.L.M. Mediation and Conflict Resolution Officer, HCMC Assistant Chief, Department of Medicine, HCMC Medical Director, Medicine Clinic,

More information

Campus and Workplace Violence Prevention. Policy and Program

Campus and Workplace Violence Prevention. Policy and Program Campus and Workplace Violence Prevention Policy and Program SECTION I - Policy THE UNIVERSITY AT ALBANY is committed to providing a safe learning and work environment for the University s community. The

More information

Psychological Services Agreement

Psychological Services Agreement John A. Watterson, Ph.D. 4101 Parkstone Heights Drive, Suite 260 Austin, Texas 78746 Phone: 512-306-0663 Fax: 512-306-8086 Website: www.johnwatterson.com Psychological Services Agreement Welcome to my

More information

PATIENT RELATIONS PROGRAM Policy and Guidelines. Part I Introduction

PATIENT RELATIONS PROGRAM Policy and Guidelines. Part I Introduction PATIENT RELATIONS PROGRAM Policy and Guidelines Part I Introduction Dental Technologists, as professionals, may come into contact with patients referred by Dentists or other health practitioners on such

More information

STUDENT CODE OF CONDUCT AND DISCIPLINARY PROCEDURES

STUDENT CODE OF CONDUCT AND DISCIPLINARY PROCEDURES STUDENT CODE OF CONDUCT AND DISCIPLINARY PROCEDURES 1. Overview Students are entitled to engage in the educational process free from disruptive or inappropriate behaviours. To this end EQUALS International

More information

The CARE CERTIFICATE. Duty of Care. What you need to know. Standard THE CARE CERTIFICATE WORKBOOK

The CARE CERTIFICATE. Duty of Care. What you need to know. Standard THE CARE CERTIFICATE WORKBOOK The CARE CERTIFICATE Duty of Care What you need to know Standard THE CARE CERTIFICATE WORKBOOK Duty of care You have a duty of care to all those receiving care and support in your workplace. This means

More information

1. Workplace Violence Employee Survey 2010

1. Workplace Violence Employee Survey 2010 1. Workplace Violence Employee Survey 2010 1. Do you feel safe at work? 2. Do you think you are prepared to handle a violent situation, threat, or responsive and escalating behaviours exhibited by clients

More information

Question 1. A) Susie can sue the amusement park, and will probably win, because one of the ride operators failed to properly buckle her in.

Question 1. A) Susie can sue the amusement park, and will probably win, because one of the ride operators failed to properly buckle her in. Question 1. Susie loves roller coasters. Recently, Susie went to an amusement park that had a roller coaster advertised to be one of the best in the world. While Susie was on the roller coaster, she was

More information

Geisel also endorses the Dartmouth-Hitchcock Medical Center (DHMC) Code of Ethical Conduct

Geisel also endorses the Dartmouth-Hitchcock Medical Center (DHMC) Code of Ethical Conduct Policy on Standards of Conduct for the Teacher-Learner Relationship Philosophy The Geisel School of Medicine at Dartmouth is committed to fostering an atmosphere that promotes professional and academic

More information

Code of Conduct Policy/Procedure Mandatory Quality Area 4

Code of Conduct Policy/Procedure Mandatory Quality Area 4 HDKA promotes a commitment to child safety, wellbeing, participation, empowerment, cultural safety and awareness including children with a disability, Aboriginal and Torres Strait Islander children and/or

More information

INTAKE REGISTRATION FORM

INTAKE REGISTRATION FORM INTAKE REGISTRATION FORM Therapist: of Appt: File Created Practice Fusion: Discovering new choices together File Created Kareo: Today s : PCP: CLIENT INFORMATION Last Name First M.I. D.O.B Marital Status

More information

From: Commanding Officer, Navy Recruiting District New Orleans. Subj: EQUAL OPPORTUNITY PROGRAM AND COMMANDING OFFICER S POLICY STATEMENTS

From: Commanding Officer, Navy Recruiting District New Orleans. Subj: EQUAL OPPORTUNITY PROGRAM AND COMMANDING OFFICER S POLICY STATEMENTS NAVCRUITDIST NEW ORLEANS INSTRUCTION 5354.1N 00 From: Commanding Officer, Navy Recruiting District New Orleans Subj: EQUAL OPPORTUNITY PROGRAM AND COMMANDING OFFICER S POLICY STATEMENTS Ref: (a) SECNAVINST

More information

John W. Steele, Ph.D., Licensed Psychologist 1285 Fairfield Drive, Boulder, CO 80305

John W. Steele, Ph.D., Licensed Psychologist 1285 Fairfield Drive, Boulder, CO 80305 John W. Steele, Ph.D., Licensed Psychologist 1285 Fairfield Drive, Boulder, CO 80305 PSYCHOLOGIST-CLIENT DISCLOSURE STATEMENT AND SERVICES AGREEMENT Welcome to my practice. This document (the Agreement)

More information

Legally. Copyright 2010 Lippincott Williams & Wilkins. Unauthorized reproduction of this article is prohibited.

Legally. Copyright 2010 Lippincott Williams & Wilkins. Unauthorized reproduction of this article is prohibited. Legally speaking 40 January 2011 Nursing Management When can staff say No? Accepting responsibilities that are beyond the scope of your license or skill level can have serious consequences for you, your

More information

UNIVERSITY OF SOUTHERN MAINE Office of Research Integrity & Outreach

UNIVERSITY OF SOUTHERN MAINE Office of Research Integrity & Outreach UNIVERSITY OF SOUTHERN MAINE Office of Research Integrity & Outreach Procedure #: IACUC - 001 Date Adopted: May 5, 2017 Last Updated: Prepared By: Casey Webster, Research Compliance Administrator Reviewed

More information

Chapter 2 Department Policies

Chapter 2 Department Policies Chapter 2 Department Policies 2-2 Discipline 2-3 Personnel Interaction 2-4 Smoking 2-5 Vehicle Responses 2-6 Transport Policy 2-7 Drug Box Policy 2-11 Cell Phone Use 2-12 Personal Appearance 2-13 Driver

More information

NOTICE OF PRIVACY PRACTICES UNIVERSITY OF CALIFORNIA IRVINE HEALTHSYSTEM

NOTICE OF PRIVACY PRACTICES UNIVERSITY OF CALIFORNIA IRVINE HEALTHSYSTEM Effective Date: April 14, 2003 NOTICE OF PRIVACY PRACTICES UNIVERSITY OF CALIFORNIA IRVINE HEALTHSYSTEM THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN

More information

Disruptive Practitioner Policy

Disruptive Practitioner Policy Disruptive Practitioner Policy COMMUNITY HOSPITALS AND WELLNESS CENTERS A Medical Staff Document Adopted : December 2008 Reviewed: August 2012 COMMUNITY HOSPITALS AND WELLNESS CENTERS DISRUPTIVE PRACTITIONER

More information

Mental Health. Notice of Privacy Practices

Mental Health. Notice of Privacy Practices Effective June 2017 Notice of Privacy Practices Mental Health This notice describes how medical information about you may be used and disclosed and how you can get access to this information. Please review

More information

NOTICE OF PRIVACY PRACTICES UNIVERSITY OF CALIFORNIA RIVERSIDE CAMPUS HEALTH CENTER

NOTICE OF PRIVACY PRACTICES UNIVERSITY OF CALIFORNIA RIVERSIDE CAMPUS HEALTH CENTER NOTICE OF PRIVACY PRACTICES UNIVERSITY OF CALIFORNIA RIVERSIDE CAMPUS HEALTH CENTER Effective Date: April 14, 2003 THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND

More information

Corporate Policy Title Page

Corporate Policy Title Page Corporate Policy Title Page POLICY NAME: Violence and Harassment in the Workplace POLICY NUMBER: 00245 ORIGINATING DEPARTMENT: Occupational Health & Safety Services Date of latest revision: 2016-08-03

More information

Barbara K. McEntee, Ph.D., PLLC 4815 S. Harvard Ave., Suite 470, Tulsa, Oklahoma 74135 Phone: 918-392-4866 Fax: 918-392-4867 www.barbaramcenteephd.com Thank you for the opportunity to provide psychological

More information

POLICY & PROCEDURE FOR INCIDENT REPORTING

POLICY & PROCEDURE FOR INCIDENT REPORTING POLICY & PROCEDURE FOR INCIDENT REPORTING APPROVED BY: South Gloucestershire Clinical Commissioning Group Quality and Governance Committee DATE February 2015 Date of Issue: 25 February 2015 Version No:

More information

Career Counselling. University of lethbridge. COunselling & Career. SERvices AH

Career Counselling. University of lethbridge. COunselling & Career. SERvices AH Career Counselling University of lethbridge COunselling & Career SERvices counselling.services@uleth.ca AH153 403-317-2845 Informed Consent for Career Counselling Purpose: For you to understand the process,

More information