Introduction

So Long, It’s Been Good To Know Ya

November 3, 2016 - 1:00 pm to 2:30 pm (ET)

Faculty: Barbara Blackmond and Ian Donaldson

phone3When someone with problematic patterns leaves your medical staff — does everyone simply breathe a sigh of relief?

If the problems haven’t risen to the level of an investigation or adverse professional review action, no Data Bank report is required.  (But be sure to check your state law!)

But what happens when credentialing inquiries begin to flow in?  Do you simply provide name, rank and serial number?  “Good standing” may be technically correct, but … should you give a heads up?  What would you want to know if a practitioner with a history applies to your medical staff?

If the physician was employed by the hospital or an affiliate, there might be a no-cause termination of the employment contract. Sometimes a severance agreement is signed, with a non-disparagement clause and a mutual release.  Would a non-disparagement clause preclude the kind of response that would alert the next hospital sufficiently for it to consider a conditional appointment?

A release may not be enough, if the practitioner then sues as a whistleblower, alleging False Claims Act retaliation and other claims.  You thought the physician was gone, but the connection may live on in litigation!  Depositions, document production — a trial lawyer’s dream and a medical staff leader’s nightmare! How can organizations be pro-active, to protect against such claims and trauma?

Some of the issues we will discuss include:

  • Aligning recruitment and credentialing — on the front end and on the back end!
  • How about an exit interview with the compliance officer, to head off FCA claims?
  • Developing a response to future credentialing inquiries — contemporaneously with the departure while it is fresh in the mind of the department chief, whose successor might not be aware when asked to complete an evaluation.
  • Should you show that to the physician and provide an opportunity to comment? What are the risks and benefits?
  • Should you have a policy on how to respond to reference requests?

Please join Horty Springer partners Barbara Blackmond and Ian Donaldson for this audio conference.  Supplementary materials will be included.

Listen live on November 3, 2016.  Or, purchase the recording (mp3 or CD) of this audio conference to share with Medical Staff members at an upcoming meeting or throughout the year.


Audio conference registration: $250/line

(Additional lines are $50 extra, limit 2 additional lines. Please call us to set up additional lines.)

Audio CD or MP3 only: $250 ($50 with audio conference registration.)

Click here for a registration form to print and fax to us at 412.687.7692.

 

Educational Objectives

At the conclusion of this activity, participants will be able to:

  • Develop  “best practices” and policies to respond to requests for information about former staff members, including drafting the response contemporaneously with the departure; what should (and should not) be in the response;
  • Recognize the benefits of using a release and what language should be in a release; and
  • Implement options for working with Human Resources effectively when dealing with inquiries about an employed physician, while maximizing peer review protection and minimizing legal risks.

 

Education Credit

Instructions on how to obtain your Continuing Education certificate for this audio conference will be e-mailed to the contact person for your organization at the conclusion of the audio conference.

Category 1 CME

Joint Provider Statement

This activity has been planned and implemented in accordance with the accreditation requirements and policies of the Accreditation Council for Continuing Medical Education (ACCME) through the joint providership of the University of Pittsburgh School of Medicine and HortySpringer Seminars.  The University of Pittsburgh School of Medicine is accredited by the ACCME to provide continuing medical education for physicians.

The University of Pittsburgh School of Medicine designates this educational activity for a maximum of 1 AMA PRA Category 1 Credit™.  Physicians should only claim credit commensurate with the extent of their participation in the activity.

CEUs Credit

Other health care professionals are awarded 0.1 continuing education units (CEUs), which is equal to 1 contact hour.

NAMSS Continuing Education Credit

This course has been approved for National Association of Medical Staff Services (NAMSS) continuing education credit and NAMSS hereby awards 1.0 NAMSS continuing education credits for participation in this activity.  Accreditation of this educational content in no way implies endorsement or sponsorship by NAMSS.

Registration

Registration for this conference has closed. However, you can still purchase recordings of the conference using the options listed below.

CD Only: $250

MP3 Only: $250

Register Online