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Musings from a concerned medic.
Harassment has always been the bane of sane society.It takes many forms and shapes.The perpetrator has lost the insight of his/her own actions at best.
I have always believed in supporting my colleagues and make sure that I speak up when necessary.The only ones who will and should support are ones colleagues.At this juncture I have my mouth shut and I do not feel right just keeping quiet about this anymore.
My colleague has been with us for a few years on a job visa.The visa was for renewal.
The lead of the department had some personal issues with this colleague and went speaking to one and all he met on his way around the hospital "I am going to fire him".It is unbecoming of a clinician to speak in such a manner to his nursing staff and others about his colleague.
He organised a meeting with the managers with this colleague and sent his a letter terminating his employment - the trust could not offer any employment in the current financial climate.!
The irony is that the unit was running on 4 locum Consultants /one locum registrar and in the place of 10 SHOs on 5 including a locum.
It doesn't make any sense taking out an SHO from the equation at that juncture.
The said Consultant does at least two waiting list initiatives every week - he is on 13 session contract !!
Something seems way out of order and no one is willing to deal with this.
If we stick to simply the dismissal it is way out of order !
I had contacted NHS resolution contact ,snippet of the email :no-one can be dismissed without fairly following local procedures. Based on what you told me if your colleague is not a locum and holds a contract of employment as you say the agreed period of notice should be given. The usual practice in the NHS is to give notice for fixed term contracts too. Also broadly speaking dismissal without notice is usually following a disciplinary procedure and the findings of a panel following the disciplinary policy for doctors in Wales ( Upholding Professional Standards in Wales). That is an extremely lengthy procedure.
GMC is very clear on this - You must not unfairly discriminate against patients or colleagues by allowing your personal views24 to affect your professional relationships or the treatment you provide or arrange. You should challenge colleagues if their behaviour does not comply with this guidance, and follow the guidance in paragraph 25c if the behaviour amounts to abuse or denial of a patient’s or colleague’s rights
What has BMA done ?
What has the trust done ?
The lead clinician when he got to hear of all this reinstated the Doctor but no action against the perpetrator has been initiated.
This is a national scandal....
GMC should remove the person from the register!
This extremely time is one of the finest periods in which it is commonly advocated that we should expand our approach to those we adore so much.