California Employment Law
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I am an at will employee.
I do have a contract with my employer.
The hospital is non-unionized.
Can you point out to me where the misuse is and its definition in terms of labour law ?
I corrected the timecard and signed that I did not want to incur overtime and the manager approved it.
I can not open the patient's chart if I clock out because then I would have ended up with a HIPAA violation which is even worse.
When did I display unprofessionalism?
I went above and beyond my duty of care to those patients.
Yes, it's true that I did not follow her instructions to say no that I could not see them at that time and too rebook them.
I can not say that in front of the patient, it seems to me like abandonment and poor customer service and they did not provide me an alternative or a person to hand off the patient. They do not have provisions for that.
If, I did not see them at that time, my workload will double-up and I will be forever be behind as I will be chasing and looking for those patients and when the PI time comes I will have no outcomes to show for and then they will get me on that in my performance evaluation.
Where is the time management issue?
My workload is huge and to review 2 volumes of charts per patient is not humanly feasible to accomplish in an hour and to deal with the patient and other factors..
Was I wrong to accept the CCO's words in good faith when he asked me about my schedule and I told him that let us track it be so we can determine the needs of our population group?
It was quite surprising to be given a verbal counselling before the meeting was set -up to discuss the issue and to find a solution.
I think it was handled inappropriately and I dont deserve to be the guinea pig for a management experiment nor my life and career to be shaken just because of poor judgement , lack of management skills or inexperience of these people.
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