Fellow Discipline & Dismissal

In the unusual circumstance where just cause exists, the Division reserves the right to recommend disciplinary action, up to and including dismissal, of the Fellow. Under these circumstances, the Divisional/Departmental policies are as per the House Staff Contract and the Institutional Policies and Procedures regarding Resident Performance Deficiency.

PROBATION:
In circumstances where just cause exists, a Program Director may recommend to the department Chairman that a Fellow be placed on probation. The Chairman following consultation with the Chairman for Education for GME may only impose probationary status. If probationary status is imposed, the Chairman shall provide written notice of probationary status and its duration to the Fellow. Such correspondence shall be reviewed with Hospital Counsel, and forwarded to the Office of Graduate Medical Education for inclusion in the Fellow’s file. Probation status is grounds for the Fellow to invoke the Formal Grievance Process .
SUSPENSION:
In circumstances where just cause exists, a Program Director may recommend to the department Chairman that the Fellow be suspended. The Chairman following consultation with the Chairman for Education for GME may only impose suspension. In situations where the Fellow’s actions threaten the health, welfare or safety of any patient, visitor, colleague or employee, or where a Fellow’s license has been suspended or revoked, the Program Director or Chairman may impose suspension immediately. If suspension is imposed, the Chairman shall provide written notice of suspension and its duratin to the Fellow. Such correspondence shall be reviewed with Hospital Counsel and forwarded to the Office of House Staff Affairs for inclusion in the Fellow’s file. A decision to suspend a Fellow is grounds for the Fellow to invoke the Formal Grievance Process outlined in the House Staff Agreement.
NON-RENEWAL:
In circumstances where just cause exists, the Program Director may recommend to the department Chairman that the Fellow’s appointment not be renewed for the following year of training. The decision not to reappoint a Fellow may only be imposed following consultation with the Chairman for Education for GME. If a Fellow is not re-appointed, the Chairman shall provide written notice of non-renewal to the Fellow at least four (4) months prior to the expiration of the current House Staff Agreement. However, if the cause for non-renewal arises within that four (4) month period, then the written notice of non-renewal shall be provided as soon as reasonable under the circumstances. Such correspondence shall be reviewed with Hospital Counsel and forwarded to the Office of House Staff Affairs for inclusion in the Fellow’s file. A decision not to reappoint a Fellow is grounds for the Fellow to invoke the Formal Grievance Process outlined in the House Staff Agreement.
DISMISSAL:
In the unusual situation where just cause exists, the Program Director may recommend to the Chairman that a Fellow be dismissed from the program. Academic dismissal may be warranted where the Fellow has been unable to meet performance standards established by the program, and remediation efforts have been unsuccessful. Non-academic dismissal may be warranted for any just cause, including, but not limited to, serious or repeated infraction of established policies or procedures, failure to adhere to appropriate patient care ethical or professional standards, failure to perform required work duties properly, or any action threatening the health, welfare or safety of any patient, visitor, colleague or employee. The dismissal of a Fellow may only be undertaken following consultation with the Chairman for Education of GME. In accordance with the House Staff Agreement, the Fellow will receive a letter from the Chairman outlining the grounds for dismissal. A decision to dismiss a Fellow is grounds for the Fellow to invoke the Formal Grievance Process outlined in the House Staff Agreement.